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 2018 report has been expanded to include our Ethnicity, Disability and Sexuality Pay Gap calculations.  

Statutory Pay Gap Report 2018 

Below is a summary of the Statutory Pay Gap Report 2018 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 7198 Full Pay Relevant Employees in March 2018, of which 4015 (55.8%) were female, and 3182 (44.2) were male:

    • The Mean Gender Pay Gap: 23.1% (v 17.1% UK National)
    • The Median Gender Pay Gap: 19% (v 17.9% UK National)
    • The Mean Bonus Pay Gap: 76.4%
    • The Median Bonus Pay Gap: 87.6%
    • Proportion of Women receiving Bonus Pay: 1.3%
    • Proportion of Men receiving Bonus Pay: 2%
    • Q1 Lower: Female: 79.9% / Male: 29.1%
    • Q2 Lower Middle: Female: 64.3% / Male: 35.7%
    • Q3 Upper Middle: Female: 48.5% / Male: 51.5%
    • Q4 Upper: Female: 39.5% / Male: 60.5%

    Read the Statutory Pay Gap Report 2018 for full details.

    Find out more on the Gender Pay Gap and read the 2017 report.

     

  • 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 7198 Full Pay Relevant Employees in March 2018, of which 331 (4.6%) were known to have a disability, and 6866 (95.4) had no known disability:

    • The Mean Disability Pay Gap: 11.6%
    • The Median Disability Pay Gap: 11.1%
    • The Mean Bonus Pay Gap: 90.4%
    • The Median Bonus Pay Gap: 50.3%
    • 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: 94.4%
    • Q2 Lower Middle: Disabled: 5.5% / No known Disability: 94.5%
    • Q3 Upper Middle: Disabled: 4.1% / No known Disability: 95.9%
    • Q4 Upper: Female: Disabled: 3.3% / No known Disability: 96.7%

    Read the Statutory Pay Gap Report 2018‌ 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 6971 Full Pay Relevant Employees in March 2018.

    BAME Pay Gap: 1732 (24.9%) FPRE were Black, Asian or Minority Ethnic (BAME), and 5239 (75.1%) were White British:

    • The Mean BAME Pay Gap: -15.5% 
    • The Median BAME Pay Gap: -13.2%
    • The Mean Bonus Pay Gap: -123.3%
    • The Median Bonus Pay Gap: -704.3

    PoC Pay Gap: 765 (11%) FPRE were People of Colour (PoC), and 6206 (89%) were White:

    • The Mean PoC Pay Gap: -3.2%
    • The Median PoC Pay Gap: -6%
    • The Mean Bonus Pay Gap: -94.5%
    • The Median Bonus Pay Gap: -503.2%

    Read the Statutory Pay Gap Report 2018 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 4561 Full Pay Relevant Employees in March 2018 who’s sexuality was known, of which 213 (4.7%) were Lesbian, Gay, Bisexual or Other (LGB+), and 4348 (95.3%) were heterosexual:

    • The Mean LGB+ Pay Gap: -0.2%
    • The Median LGB+ Pay Gap: 0%
    • The Mean Bonus Pay Gap: 87.3%
    • 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: 94.7%
    • Q2 Lower Middle: LGB+: 3.9% / Hetero: 96.1%
    • Q3 Upper Middle: LGB+: 5% / Hetero: 95%
    • Q4 Upper: LGB+: 4.6% / Hetero: 95.4%

    Read the Statutory Pay Gap Report 2018‌ 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 actvities 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 13 Schools and Institutes hold their own awards.
Athena SWAN Silver logo
Watch a video on Athena SWAN at the University.

Family Friendly Support

  • Positive policies have been introduced around shared parental leave, surrogacy and paid fertility treatment leave
  • Two on-campus car parks have been made available to carers
  •  Parents’ and carers’ networks have been launched, providing staff with the opportunity to share experiences and raise concerns 

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‌Find out more about our Family Friendly initiatives.

Transparent Promotion Processes

In response to evidence suggesting reticence on the part of women to apply for promotion, we have introduced intitiatives such as:

  • Ensuring that promotion panel members are representative of the academic workforce
  • Unconscious Bias training for panel members
  • Promotion workshops, led by recently promoted staff and panel members – with some sessions ring-fenced for women
  • Developing online resources including case studies linked to career paths, drawn from across the protected characteristics, sharing tips

As of 2018 27% of Professors are women, an increase from 18% in 2012.
University of Liverpool Increase in female professors 2012-2018 image‌
University staff can access case studies linked to career paths and information on promotion, annual review and role profiles here. The University salary scales information can be found here.

Training, Development and Networking

In 2013 we launched a Female Early Career Researcher Network (FECRN) and in 2014, the Liverpool Women in Science and Engineering Society (LivWiSE) was introduced. These networks endeavour to help support the career development, and the celebrate the successes of female researchers.

Further to this, the University has invested in the professional development of female employees through the Aurora Leadership Programme and the Springboard Careers Programme. Additional in-house Leadership & Management programmes support these measures along with a  Mentoring Network.

Join the conversation

We would like to invite all staff to join the discussion about the causes and solutions to statutory pay gaps:

  • What questions does this data raise?
  • What further analysis would help us understand the causes?
  • What can we do to improve current initiatives/policies to close the gaps?
  • What potential new activity could be introduced that would contribute to reducing the gaps?

Please send any comments and queries to equality@liv.ac.uk or post to Diversity & Equality, Hart Building.
You can also join the conversation on Twitter @LivUniEquality.