Statutory Pay Gap Reports

A message from our Vice-Chancellor, Professor Dame Janet Beer

Our Commitment

At the University of Liverpool we are committed to ensuring that our employees receive equal pay for equal work of equal value, and to addressing the causes of our Gender Pay Gap. Further to this, the 2019 report has been expanded to include our Ethnicity, Disability and Sexuality Pay Gap calculations.  

Statutory Pay Gap Report 2019

Below is a summary of the Statutory Pay Gap Report 2019 results.

  • Gender Pay Gap Results

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    The University of Liverpool gender pay gap data is presented below. The calculation is based on the inclusion of 7509 Full Pay Relevant Employees in March 2019, of which 4213 (56.1%) were female, and 3296 (43.9) were male:

    • The Mean Gender Pay Gap: 22.01% (v 16.2% UK National)
    • The Median Gender Pay Gap: 15.49% (v 17.3% UK National)
    • The Mean Bonus Pay Gap: 79.7%
    • The Median Bonus Pay Gap: 83.4%
    • Proportion of Women receiving Bonus Pay: 2.1%
    • Proportion of Men receiving Bonus Pay: 2.2%
    • Q1 Lower: Female: 69.4% / Male: 30.6%
    • Q2 Lower Middle: Female: 64.3 / Male: 35.7%
    • Q3 Upper Middle: Female: 50% / Male: 49.1%
    • Q4 Upper: Female: 40.7% / Male: 59.3%

    Read the Statutory Pay Gap Report 2019 for full details.

  • Disability Pay Gap Results

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    The University of Liverpool disability pay gap data is presented below. The calculation is based on the inclusion of 7545 Full Pay Relevant Employees in March 2019, of which 372 (4.9%) were known to have a disability, and 7173 (95.1) had no known disability:

    • The Mean Disability Pay Gap: 11.3%
    • The Median Disability Pay Gap: 9.6%
    • The Mean Bonus Pay Gap: 85.1%
    • The Median Bonus Pay Gap: 0.0%
    • Proportion of Disabled staff receiving Bonus Pay: 0.9%
    • Proportion of Non-Disabled Staff receiving Bonus Pay: 1.7%
    • Q1 Lower: Disabled: 5.6% / No known Disability: 93.9%
    • Q2 Lower Middle: Disabled: 5.5% / No known Disability: 64.4%
    • Q3 Upper Middle: Disabled: 4.1% / No known Disability: 95.8%
    • Q4 Upper: Female: Disabled: 3.3% / No known Disability: 96.1%

    Read the Statutory Pay Gap Report 2019‌ for full details.

  • Ethnicity Pay Gap Results

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    The University of Liverpool ethnicity pay gap data is presented below. Two calculations are provided, the Black, Asian or Minority Ethnic (BAME) pay gap and the People of Colour (PoC) Pay Gap. The calculation is based on the inclusion of 7207 Full Pay Relevant Employees in March 2019.

    BAME Pay Gap: 1876 (26%) FPRE were Black, Asian or Minority Ethnic (BAME), and 5331 (74%) were White British:

    • The Mean BAME Pay Gap: -12.4% 
    • The Median BAME Pay Gap: -12.3%
    • The Mean Bonus Pay Gap: -136.7%
    • The Median Bonus Pay Gap: -442.9%

    PoC Pay Gap: 865 (12%) FPRE were People of Colour (PoC), and 6342 (88%) were White:

    • The Mean PoC Pay Gap: 4.2%
    • The Median PoC Pay Gap: -0.5%
    • The Mean Bonus Pay Gap: -120.6%
    • The Median Bonus Pay Gap: -503.2%

    Read the Statutory Pay Gap Report 2019 for full details.

  • Sexuality Pay Gap Results

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    The University of Liverpool sexuality pay gap data is presented below. The calculation is based on the inclusion of 4956 Full Pay Relevant Employees in March 2019 who’s sexuality was known, of which 266 (5.4%) were Lesbian, Gay, Bisexual or Other (LGB+), and 4690 (94.6%) were heterosexual:

    • The Mean LGB+ Pay Gap: 2.1%
    • The Median LGB+ Pay Gap: 2.9%
    • The Mean Bonus Pay Gap: 80.7%
    • The Median Bonus Pay Gap: 0%
    • Proportion of LGB+ staff receiving Bonus Pay: 1.4%
    • Proportion of Heterosexual staff receiving Bonus Pay: 1.5%
    • Q1 Lower: LGB+: 5.3% / Hetero: 92.9%
    • Q2 Lower Middle: LGB+: 3.9% / Hetero: 95.9%
    • Q3 Upper Middle: LGB+: 5% / Hetero: 94.3%
    • Q4 Upper: LGB+: 4.6% / Hetero: 95.5%

    Read the Statutory Pay Gap Report 2019 for full details.

Initiatives helping to address our Gender Pay Gap

Here are some examples of action we have taken and continue to take to address the Gender Pay Gap through promoting gender equality and increasing family friendly support as well as female focused training, development, more transparent promotion processes and networking opportunities.
We continue to review activities around reducing all pay gaps and endeavour to work with minority ethnic employee groups through feedback and active support.

Promoting Gender Equality

In 2009 the University joined the Athena SWAN Charter and has been actively addressing gender equality for staff and students. We were awarded Athena SWAN Silver status in 2016 and currently 14 Schools and Institutes hold their own awards including one Gold Award.
Athena SWAN Silver logo
Watch a video on Athena SWAN at the University.

Family Friendly Support

New initiatives introduced in 2018-19 include:

  • New positive policies and guidance on the menopause and shared parental leave
  • A new network of Family Friendly Advisers has been established across the University
  • The University has joined BAMBI’s, the Liverpool Mayoral Charter promoting the rights of women to breastfeed in public spaces. 

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‌Find out more about our Family Friendly initiatives.

Transparent Promotion Processes

For the past 5 years we have worked to ensure that all staff have a clearer understanding of the academic promotions process. This has included developing case studies, running promotion workshops, and training staff on Unconscious Bias. In the 2018 Annual Review process:

  • 45% of promotions to Senior Lecturer were women; compared to 41% in 2017
  • 52% of promotions to Reader were women; compared to 33% in 2017
  • 44% of promotions to Professor were women; compared to 30% in 2017‌

University staff can access case studies linked to career paths and information on promotion, annual review and role profiles. The University salary scales information can be found here.

Training, Development and Networking

Since 2014 the University has supported over 100 women to complete the AdvanceHE Aurora Leadership Programme, and over 90 women to complete the internal Springboard Development Programme.

The University has continued to develop career support including the Mentoring NetworkLeadership and Management Programmes, and Career Coaching.

The University continues to support the Female Early Career Researcher Network (FECRN), a Parents Network, a Careers Network, Liverpool Women in Science & Engineering Society (LivWiSE), a Women in Physics Group, and a Women in Maths Group. These networks endeavour to help support the career development and wellbeing of staff, as well as to celebrate the successes of female students, academics and researchers.

Contact

Please send any comments and queries to equality@liv.ac.uk or post to Diversity & Equality, Hart Building.