Statutory Pay Gap Report 2019

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:

• The Mean Gender Pay Gap: 22.01% (v 16.2% UK National)
• The Median Gender Pay Gap: 15.49% (v 17.3% UK National)

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• The Mean Bonus Pay Gap: 79.7%
• The Median Bonus Pay Gap: 83.4%

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• Proportion of Women receiving Bonus Pay: 2.1%
• Proportion of Men receiving Bonus Pay: 2.2%

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• Q1 Lower: Female: 69.4% / Male: 30.6%
• Q2 Lower Middle: Female: 64.3 / Male: 35.7%
• Q3 Upper Middle: Female: 50% / Male: 49.1%
• Q4 Upper: Female: 40.7% / Male: 59.3%

Read the Statutory Pay Gap Report 2019 for full details.

Find out more with the Statutory Pay Gap Report 2018 and the Gender Pay Gap Report 2017.

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:

• The Mean Disability Pay Gap: 11.3%
• The Median Disability Pay Gap: 9.6%
  

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• The Mean Bonus Pay Gap: 85.1%
• The Median Bonus Pay Gap: 0.00%

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• Proportion of Disabled staff receiving Bonus Pay: 0.9%
• Proportion of Non-Disabled Staff receiving Bonus Pay: 1.7%

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• Q1 Lower: Disabled: 6.07% / No known Disability: 93.93%
• Q2 Lower Middle: Disabled: 5.65% / No known Disability: 94.35%
• Q3 Upper Middle: Disabled: 4.21% / No known Disability: 95.79%
• Q4 Upper: Female: Disabled: 3.89% / No known Disability: 96.11%

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 (26.03%) FPRE were Black, Asian or Minority Ethnic+ (BAME+), and 5331 (73.97%) were White British:

• The Mean BAME+ Pay Gap: -12.40% 
• The Median BAME+ Pay Gap: -12.34%

• The Mean Bonus Pay Gap: -136.65%
• The Median Bonus Pay Gap: -442.88%

• Q1 Lower: BAME+: 18.7% / White British: 81.3%
• Q2 Lower Middle: BAME+: 18.5% / White British: 81.5%
• Q3 Upper Middle: BAME+: 35.5% / White British: 64.5%
• Q4 Upper: BAME+: 31.4% / White British: 68.6%

PoC Pay Gap: 865 (12%) FPRE were People of Colour (PoC), and 6342 (88%) were White:

• The Mean PoC Pay Gap: 4.20%
• The Median PoC Pay Gap: -0.53%

• The Mean Bonus Pay Gap: -120.56%
• The Median Bonus Pay Gap: -503.20%

• Q1 Lower: PoC: 13.2% / White: 86.9%
• Q2 Lower Middle: PoC 8.9% / White: 91.1%
• Q3 Upper Middle: PoC: 15.8% / White: 84.2%
• Q4 Upper: PoC: 10.1% / White: 89.9%

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 (5.37%) were Lesbian, Gay, Bisexual or Other (LGB+), and 4690 (94.63%) were heterosexual:

• The Mean LGB+ Pay Gap: 2.11%
• The Median LGB+ Pay Gap: 2.89%

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• The Mean Bonus Pay Gap: 80.67%
• The Median Bonus Pay Gap: 0%

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• Proportion of LGB+ staff receiving Bonus Pay: 1.41%
• Proportion of Heterosexual staff receiving Bonus Pay: 1.45%

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• Q1 Lower: LGB+: 7.1% / Hetero: 92.9%
• Q2 Lower Middle: LGB+: 4.1% / Hetero: 95.9%
• Q3 Upper Middle: LGB+: 5.7% / Hetero: 94.3%
• Q4 Upper: LGB+: 4.5% / Hetero: 95.5%

Read the Statutory Pay Gap Report 2019 for full details.