Statutory Pay Gap Reports

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 2022 report also includes our Ethnicity, Disability and Sexuality Pay Gap calculations.

Statutory Pay Gap Report 2022

Below is a summary of the Statutory Pay Gap Report 2022 results.

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Gender Pay Gap Results

The University of Liverpool gender pay gap data is presented below. The calculation is based on the inclusion of 7002 Full Pay Relevant Employees in March 2022, of which 3913 (56.1%) were female, and 3059 (44.2%) were male: 

  • The Mean Gender Pay Gap: 21.01% (UK HE, ONS) 
  • The Median Gender Pay Gap: 16.09% (UK HE, ONS) 
  • The Mean Bonus Pay Gap: 45.11%
  • The Median Bonus Pay Gap: 75%
  • Proportion of Women receiving Bonus Pay: 0.21%
  • Proportion of Men receiving Bonus Pay: 1.16%
  • Q1 Lower: Female: 69.31% / Male: 30.69% 
  • Q2 Lower Middle: Female: 63.05% / Male: 36.95%
  • Q3 Upper Middle: Female: 50.89% / Male: 49.11%
  • Q4 Upper: Female: Female: 41.25% / Male: 58.75% 

Read the Statutory Pay Gap Report 2022 (PDF 0.7 MB) for full details.

Disability Pay Gap Results

The University of Liverpool disability pay gap data is presented below. The calculation is based on the inclusion of 7002 Full Pay Relevant Employees in March 2022, of which 406 (5.8%) were known to have a disability, and 6566 (94.2%) had no known disability: 

  • The Mean Disability Pay Gap: 14.47% 
  • The Median Disability Pay Gap: 7.62%
  • Proportion of Disabled staff receiving Bonus Pay: 0.00%
  • Proportion of Non-Disabled Staff receiving Bonus Pay: 0.75%
  • Q1 Lower: Disabled: 7.97% / No Known Disability: 92.03%
  • Q2 Lower Middle: Disabled: 5.91% / No Known Disability: 94.09%
  • Q3 Upper Middle: Disabled: 5.57% / No Known Disability: 94.43%
  • Q4 Upper: Female: Disabled: 3.84% / No Known Disability: 96.96%

Read the Statutory Pay Gap Report 2022 (PDF 0.7 MB) for full details.

Ethnicity Pay Gap Results

The University of Liverpool ethnicity pay gap data is presented below. Two calculations are provided, the Black, Asian or Minority Ethnic plus (BAME+) pay gap and the People of Colour (PoC) Pay Gap. The calculation is based on the inclusion of 7002 Full Pay Relevant Employees in March 2022. 

BAME Pay Gap: 1783 (25.6%) FPRE were Black, Asian or Minority Ethnic plus (BAME+), and 4669 (67%) were White British: 

  • The Mean BAME+ Pay Gap: -7.95% 
  • The Median BAME+ Pay Gap: -11.60% 
  • The Mean Bonus Pay Gap: 10.98%
  • The Median Bonus Pay Gap: 58.33%
  • Q1 Lower: BAME+: 21.45% / White British: 78.55%
  • Q2 Lower Middle: BAME+: 22.13% / White British: 77.87%
  • Q3 Upper Middle: BAME+: 34.97% / White British: 65.03%
  • Q4 Upper: BAME+: 31.99% / White British: 68.01%

PoC Pay Gap: 887 (12.7%) FPRE were People of Colour (PoC), and 5564 (79.8%) were White: 

  • The Mean PoC Pay Gap: -6.49% 
  • The Median PoC Pay Gap: -0.09%
  • The Mean Bonus Pay Gap: 19.14%
  • The Median Bonus Pay Gap: 75%
  • Q1 Lower: PoC: 15.56% / White: 84.44%
  • Q2 Lower Middle: PoC: 11.28% / White: 88.72%
  • Q3 Upper Middle: PoC: 16.55% / White: 83.43%
  • Q4 Upper: PoC: 11.60% / White: 88.40%

Read the Statutory Pay Gap Report 2022 (PDF 0.7 MB) for full details.

Sexuality Pay Gap Results

The University of Liverpool sexuality pay gap data is presented below. The calculation is based on the inclusion of 7002 Full Pay Relevant Employees in March 2022whose sexuality was known, of which 338 (4.9%) were Lesbian, Gay, Bisexual or Other (LGBO), and 4448 (63.8%) were heterosexual: 

  • The Mean LGBO Pay Gap: 5.88%
  • The Median LGBO Pay Gap: 1.21%
  • The Mean LGBO Pay Gap: 5.88%

  • The Mean Bonus Pay Gap: 0.00%

  • The Median Bonus Pay Gap: 0.00%

  • Proportion of LGBO staff receiving Bonus Pay: 0.00%
  • Proportion of Heterosexual staff receiving Bonus Pay: 0.40%
  • Q1 Lower: LGBO: 7.94% / Hetero 92.06%
  • Q2 Lower Middle: LGBO: 6.68% / Hetero 93.32%
  • Q3 Upper Middle: LGBO: 8.36% / Hetero 91.64%
  • Q4 Upper: LGBO: 5.26% / Hetero 94.74%

 

Read the Statutory Pay Gap Report 2022 (PDF 0.7 MB) 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 again in 2022. Currently all 12 of our Schools and Institutes hold their own awards. 
 
Watch a video on Athena Swan at the University.

Family-friendly support

The University offer a wide range of family-friendly-related policies and avenues of support. 

‌Find out more about our Family-friendly initiatives 

Transparent promotion processes

For the past 9 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. 

University staff can access case studies linked to career paths and information on promotion, annual review and role profiles. 

Find out more about the University salary scales (staff intranet page).

Training, development and networking

Since 2014 the University has supported 180+ women to complete the AdvanceHE Aurora Leadership Programme, and over 140 women to complete the internal Springboard Development Programme.

The University has continued to develop career support including the Mentoring Network, Leadership 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, and a Menopause Support 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
Human Resources Department
502 Teaching Hub
50 Mount Pleasant
Liverpool
L69 3GD