Statutory Pay Gap Report 2025

The University of Liverpool gender pay gap data is presented below. The calculation is based on the inclusion of 8,458 Full Pay Relevant Employees (FPRE) as of March 2025, of which 4,806 (56.82%) were female, and 3,652 (43.18%) were male.

• The Mean Gender Pay Gap: 19.01%
• The Median Gender Pay Gap: 14.99%
  
  
• The Mean Bonus Gender Pay Gap: 69.45%
• The Median Bonus Gender Pay Gap: 36.84%
• Proportion of Women receiving Bonus Pay: 2.77%
• Proportion of Men receiving Bonus Pay: 3.56%
  
  
• Q1 Lower: Female: 70.15% / Male: 29.85%
• Q2 Lower Middle: Female: 61.61% / Male: 38.39%
• Q3 Upper Middle: Female: 51.82% / Male: 48.18%
• Q4 Upper: Female: Female: 43.71% / Male: 56.29%

The University of Liverpool disability pay gap data is presented below. The calculation is based on the inclusion of 8,458 Full Pay Relevant Employees (FPRE) as of March 2025. The information below compares staff who have shared that they are disabled with staff who have shared that they are not disabled.

• The Mean Disability Pay Gap: 11.76%
• The Median Disability Pay Gap: 9.83%
  
  
• The Mean Bonus Disability Pay Gap: 9.54%
• The Median Bonus Disability Pay Gap: 0.00%
• Proportion of Disabled staff receiving Bonus Pay: 2.71%
• Proportion of Non-Disabled Staff receiving Bonus Pay: 3.96%
  
  
• Q1 Lower: Disabled: 6.62% / No Known Disability: 55.72% / Unknown: 37.65%
• Q2 Lower Middle: Disabled: 6.57% / No Known Disability: 67.9% / Unknown: 25.53%
• Q3 Upper Middle: Disabled: 6.52% / No Known Disability: 80.71% / Unknown: 12.77%
• Q4 Upper: Female: Disabled: 5.11% / No Known Disability: 83.92% / Unknown: 10.97%

The University of Liverpool ethnicity pay gap data is presented below. The calculation is based on the inclusion of 8,458 Full Pay Relevant Employees (FPRE) as of March 2025. The information below compares data for staff who are People of Colour (PoC) with White staff.

• The Mean Ethnicity Pay Gap: 1.25%
• The Median Ethnicity Pay Gap: -4.38%
  
  
• The Mean Ethnicity Bonus Pay Gap: -41.19%
• The Median Ethnicity Bonus Pay Gap: -50.26%
• Proportion of PoC staff receiving Bonus Pay: 3.08%
• Proportion of White Staff receiving Bonus Pay: 3.81%
  
  
• Q1 Lower: PoC: 8.42% / White: 59.89% / Unknown: 30.32%
• Q2 Lower Middle: PoC: 10.02% / White: 66.81% / Unknown: 23.17%
• Q3 Upper Middle: PoC: 17.49% / White: 71.91% / Unknown: 10.59%
• Q4 Upper: PoC: 12.63% / White: 78.05% / Unknown: 9.32%

The University of Liverpool sexuality pay gap data is presented below. The calculation is based on the inclusion of 8,458 Full Pay Relevant Employees (FPRE) as of March 2025. LGBO staff refers to Lesbian, Gay, Bisexual and Other sexualities and is compared to Heterosexual staff.

• The Mean LGBO Pay Gap: 10.73%
• The Median LGBO Pay Gap: 7.44%
  
  
• The Mean LGBO Bonus Pay Gap: 71.7%
• The Median LGBO Bonus Pay Gap: 27.83%
• Proportion of LGBO staff receiving Bonus Pay: 2.23%
• Proportion of Heterosexual staff receiving Bonus Pay: 3.82%
  
  
• Q1 Lower: LGBO: 6.53% / Heterosexual: 46.69% / Unknown: 46.78%
• Q2 Lower Middle: LGBO: 6.86% / Heterosexual: 54.94% / Unknown: 38.2%
• Q3 Upper Middle: LGBO: 6.52% / Heterosexual: 66.34% / Unknown: 27.14%
• Q4 Upper: LGBO: 4.16% / Heterosexual: 60.03% / Unknown: 35.18%