Statutory Pay Gap Reports
A message from our Vice-Chancellor, Professor Dame Janet Beer
A message from our Vice-Chancellor, Professor Dame Janet Beer
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.
Below is a summary of the Statutory Pay Gap Report 2019 results.
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:
Read the Statutory Pay Gap Report 2019 for full details.
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:
Read the Statutory Pay Gap Report 2019 for full details.
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:
PoC Pay Gap: 865 (12%) FPRE were People of Colour (PoC), and 6342 (88%) were White:
Read the Statutory Pay Gap Report 2019 for full details.
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:
Read the Statutory Pay Gap Report 2019 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 currently 14 Schools and Institutes hold their own awards including one Gold Award.
Watch a video on Athena SWAN at the University.
New initiatives introduced in 2018-19 include:
Find out more about our Family Friendly initiatives.
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:
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.
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 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. 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, Hart Building.