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 2023 report also includes our Ethnicity, Disability and Sexuality Pay Gap calculations.

Statutory Pay Gap Report 2023

Below is a summary of the Statutory Pay Gap Report 2023 results.

Back to: Human Resources

Gender Pay Gap results

The University of Liverpool gender pay gap data is presented below. The calculation is based on the inclusion of 7,712 Full Pay Relevant Employees in March 2023, of which 4,381 (56.8%) were female, and 3,331 (43.2%) were male:

  • The Mean Gender Pay Gap: 20.38% (UK HE, ONS)
  • The Median Gender Pay Gap: 16.19% (UK HE, ONS
  • The Mean Bonus Gender Pay Gap: 49.16%
  • The Median Bonus Gender Pay Gap: 0.00%
  • Proportion of Women receiving Bonus Pay: 78.39%
  • Proportion of Men receiving Bonus Pay: 75.32%
  • Q1 Lower: Female: 71.47% / Male: 28.53%
  • Q2 Lower Middle: Female: 64.06% / Male: 35.94%
  • Q3 Upper Middle: Female: 49.53% / Male: 50.47%
  • Q4 Upper: Female: Female: 42.17% / Male: 57.83%

Read the Statutory Pay Gap Report 2023 (PDF) 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 7712 Full Pay Relevant Employees in March 2023, of which 426 (5.52%) were known to have a disability, and 7286 (94.48%) had no known disability: 

  • The Mean Disability Pay Gap: 11.74% 
  • The Median Disability Pay Gap: 7.57%
  • The Mean Bonus Disability Pay Gap: 37.11%
  • The Median Bonus Disability Pay Gap: 0.00%
  • Proportion of Disabled staff receiving Bonus Pay: 82.77%
  • Proportion of Non-Disabled Staff receiving Bonus Pay: 76.72%
  • Q1 Lower: Disabled: 6.59% / No Known Disability: 93.41%
  • Q2 Lower Middle: Disabled: 6.79% / No Known Disability: 93.21%
  • Q3 Upper Middle: Disabled: 4.82% / No Known Disability: 95.18%
  • Q4 Upper: Female: Disabled: 3.89% / No Known Disability: 96.11%

Read the Statutory Pay Gap Report 2023 (PDF) 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 7712 Full Pay Relevant Employees in March 2023. 

BAME Pay Gap: 830 (10.76%) FPRE were Black, Asian or Minority Ethnic plus (BAME+), and 5638 (73.11%) were White British: 

  • The Mean BAME+ Pay Gap: 1.41% 
  • The Median BAME+ Pay Gap: -4.55% 
  • The Mean BAME+ Bonus Pay Gap: -9.09%
  • The Median BAME+ Bonus Pay Gap: 0.00%
  • Proportion of BAME+ staff receiving Bonus Pay: 77.75%
  • Proportion of White Staff receiving Bonus Pay: 82.15%
  • Q1 Lower: BAME+: 8.97% / White: 64.68% / Unknown or Information Refused: 26.35%
  • Q2 Lower Middle: BAME+: 8.61% / White: 75.26% / Unknown or Information Refused: 16.13%
  • Q3 Upper Middle: BAME+: 14.99% / White: 72.30% / Unknown or Information Refused: 12.71%
  • Q4 Upper: BAME+: 10.48% / White: 80.19% / Unknown or Information Refused: 9.34%

Read the Statutory Pay Gap Report 2023 (PDF) 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 7712 Full Pay Relevant Employees in March 2023 whose sexuality was known, of which 370 (4.80%) were Lesbian, Gay, Bisexual or Other (LGBO), and 4443 (57.61%) were heterosexual:

  • The Mean LGBO Pay Gap: 5.29% 
  • The Median BAME+ Pay Gap: 2.89%
  • The Mean LGBO Bonus Pay Gap: 33.22%
  • The Median LGBO Bonus Pay Gap: 0.00%
  • Proportion of LGBO staff receiving Bonus Pay: 76.47%
  • Proportion of Heterosexual staff receiving Bonus Pay: 83.16%
  • Q1 Lower: LGBO: 5.50% / Heterosexual: 50.05% / Unknown or Information Refused: 44.45%
  • Q2 Lower Middle: LGBO: 4.72% / Heterosexual: 61.00% / Unknown or Information Refused: 34.28%
  • Q3 Upper Middle: LGBO: 5.29% / Heterosexual: 63.38% / Unknown or Information Refused: 31.33%

Q4 Upper: LGBO: 3.68% / Heterosexual: 56.02% / Unknown or Information Refused: 40.30% 

Read the Statutory Pay Gap Report 2023 (PDF) 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 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
Human Resources Department
502 Teaching Hub
50 Mount Pleasant
Liverpool
L69 3GD