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 2020 report also includes our Ethnicity, Disability and Sexuality Pay Gap calculations.

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

 

Statutory Pay Gap Report 2020

Below is a summary of the Statutory Pay Gap Report 2020 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 7318 Full Pay Relevant Employees in March 2020, of which 4040 (55.2%) were female, and 3278 (44.8) were male:

  • The Mean Gender Pay Gap: 21.17% (v 14.6% UK National)
  • The Median Gender Pay Gap: 16.18% (v 15.5% UK National)
  • The Mean Bonus Pay Gap: 68.35%
  • The Median Bonus Pay Gap: 82.87%
  • Proportion of Women receiving Bonus Pay: 1.27%
  • Proportion of Men receiving Bonus Pay: 2.10%
  • Q1 Lower: Female: 68.84% / Male: 31.16%
  • Q2 Lower Middle: Female: 62.40% / Male: 37.60%
  • Q3 Upper Middle: Female: 48.77% / Male: 51.23%
  • Q4 Upper: Female: 40.82%% / Male: 59.18%

Read the Statutory Pay Gap Report 2020 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 7318 Full Pay Relevant Employees in March 2020, of which 367 (5.02%) were known to have a disability, and 7122 (94.98) had no known disability:

  • The Mean Disability Pay Gap: 15.04%
  • The Median Disability Pay Gap: 9.73%
  • The Mean Bonus Pay Gap: 89.76%
  • The Median Bonus Pay Gap: 0.0%
  • Proportion of Disabled staff receiving Bonus Pay: 1.25%
  • Proportion of Non-Disabled Staff receiving Bonus Pay: 1.60%
  • Q1 Lower: Disabled: 6.83% / No known Disability: 93.17%
  • Q2 Lower Middle: Disabled: 5.36% / No known Disability: 94.64%
  • Q3 Upper Middle: Disabled: 4.59% / No known Disability: 95.41%
  • Q4 Upper: Female: Disabled: 3.28% / No known Disability: 96.72%

Read the Statutory Pay Gap Report 2020‌ 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 (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 2020.

BAME Pay Gap: 1821 (26.2%) FPRE were Black, Asian or Minority Ethnic (BAME), and 5131 (73.8%) were White British:

  • The Mean BAME Pay Gap: -13.23% 
  • The Median BAME Pay Gap: -14.57%
  • The Mean Bonus Pay Gap: -118.81%
  • The Median Bonus Pay Gap: -704.27%
  • Q1 Lower:BAME+: 16.80% / White British: 83.2%
  • Q2 Lower Middle: BAME+: 20.44% / White British: 79.56%
  • Q3 Upper Middle: BAME+: 35.21% / White British: 64.79%
  • Q4 Upper: BAME+: 32.34% / White British: 67.66%

PoC Pay Gap: 808 (12%) FPRE were People of Colour (PoC), and 6144 (88%) were White:

  • The Mean PoC Pay Gap: -2.34%
  • The Median PoC Pay Gap: -4.89%
  • The Mean Bonus Pay Gap: -84.4%
  • The Median Bonus Pay Gap: -503.2%
  • Q1 Lower: PoC: 11.45% / White: 88.55%
  • Q2 Lower Middle: PoC: 9.32% / White: 90.68%
  • Q3 Upper Middle: PoC: 15.26% / White: 84.74%
  • Q4 Upper: PoC: 10.047% / White: 89.53%

Read the Statutory Pay Gap Report 2020 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 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 2020 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 12 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 2019-20 include:

  • New Annual Leave Buy Back Scheme
  • New Extended Career Break Scheme
  • New guidance and support on Home/Remote and Hybrid Working

Family image
‌Find out more about our Family Friendly initiatives.

Transparent Promotion Processes

For the past 6 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 2019 Annual Review process:

  • 53% of promotions to Senior Lecturer were women; 
  • 36% of promotions to Reader were women; 
  • 33% of promotions to Professor were women;

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 150 women to complete the AdvanceHE Aurora Leadership Programme, and over 100 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, 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, Hart Building.