Statutory Pay Gap Report 2022
Below is a summary of the Statutory Pay Gap Report 2022 results.
Back to: Human Resources
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.
Below is a summary of the Statutory Pay Gap Report 2022 results.
Back to: Human Resources
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:
Read the Statutory Pay Gap Report 2022 (PDF 0.7 MB) for full details.
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:
Read the Statutory Pay Gap Report 2022 (PDF 0.7 MB) for full details.
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:
PoC Pay Gap: 887 (12.7%) FPRE were People of Colour (PoC), and 5564 (79.8%) were White:
Read the Statutory Pay Gap Report 2022 (PDF 0.7 MB) for full details.
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 Bonus Pay Gap: 0.00%
The Median Bonus Pay Gap: 0.00%
Read the Statutory Pay Gap Report 2022 (PDF 0.7 MB) for full details.
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.
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.
The University offer a wide range of family-friendly-related policies and avenues of support.
Find out more about our Family-friendly initiatives
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).
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.
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