Statutory Pay Gap Report 2020

The University of Liverpool gender pay gap data is presented below. The calculation is based on the inclusion of 7318 Full Pay Relevant Employees in March 2020, of which 4040 (55.2%) were female, and 3278 (44.8) were male:

• The Mean Gender Pay Gap: 21.17% (v 14.6% UK National)
• The Median Gender Pay Gap: 16.18% (v 15.5% UK National)

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• The Mean Bonus Pay Gap: 68.35%
• The Median Bonus Pay Gap: 82.87%

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• Proportion of Women receiving Bonus Pay: 1.27%
• Proportion of Men receiving Bonus Pay: 2.10%

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• Q1 Lower: Female: 68.84% / Male: 31.16%
• Q2 Lower Middle: Female: 62.40% / Male: 37.60%
• Q3 Upper Middle: Female: 48.77% / Male: 51.23%
• Q4 Upper: Female: 40.82%% / Male: 59.18%

Read the Statutory Pay Gap Report 2020 for full details.

The University of Liverpool disability pay gap data is presented below. The calculation is based on the inclusion of 7318 Full Pay Relevant Employees in March 2020, of which 367 (5.02%) were known to have a disability, and 7122 (94.98) had no known disability:

• The Mean Disability Pay Gap: 15.04%
• The Median Disability Pay Gap: 9.73%

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• The Mean Bonus Pay Gap: 89.76%
• The Median Bonus Pay Gap: 0.0%

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• Proportion of Disabled staff receiving Bonus Pay: 1.25%
• Proportion of Non-Disabled Staff receiving Bonus Pay: 1.60%

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• Q1 Lower: Disabled: 6.83% / No known Disability: 93.17%
• Q2 Lower Middle: Disabled: 5.36% / No known Disability: 94.64%
• Q3 Upper Middle: Disabled: 4.59% / No known Disability: 95.41%
• Q4 Upper: Female: Disabled: 3.28% / No known Disability: 96.72%

Read the Statutory Pay Gap Report 2020‌ 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 2020.

BAME Pay Gap: 1821 (26.2%) FPRE were Black, Asian or Minority Ethnic (BAME), and 5131 (73.8%) were White British:

• The Mean BAME Pay Gap: -13.23% 
• The Median BAME Pay Gap: -14.57%

• The Mean Bonus Pay Gap: -118.81%
• The Median Bonus Pay Gap: -704.27%

• Q1 Lower:BAME+: 16.80% / White British: 83.2%
• Q2 Lower Middle: BAME+: 20.44% / White British: 79.56%
• Q3 Upper Middle: BAME+: 35.21% / White British: 64.79%
• Q4 Upper: BAME+: 32.34% / White British: 67.66%

PoC Pay Gap: 808 (12%) FPRE were People of Colour (PoC), and 6144 (88%) were White:

• The Mean PoC Pay Gap: -2.34%
• The Median PoC Pay Gap: -4.89%

• The Mean Bonus Pay Gap: -84.4%
• The Median Bonus Pay Gap: -503.2%

• Q1 Lower: PoC: 11.45% / White: 88.55%
• Q2 Lower Middle: PoC: 9.32% / White: 90.68%
• Q3 Upper Middle: PoC: 15.26% / White: 84.74%
• Q4 Upper: PoC: 10.047% / White: 89.53%

Read the Statutory Pay Gap Report 2020 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:

• The Mean LGB+ Pay Gap: 2.1%
• The Median LGB+ Pay Gap: 2.9%

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• The Mean Bonus Pay Gap: 80.7%
• The Median Bonus Pay Gap: 0%

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• Proportion of LGB+ staff receiving Bonus Pay: 1.4%
• Proportion of Heterosexual staff receiving Bonus Pay: 1.5%

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• Q1 Lower: LGB+: 5.3% / Hetero: 92.9%
• Q2 Lower Middle: LGB+: 3.9% / Hetero: 95.9%
• Q3 Upper Middle: LGB+: 5% / Hetero: 94.3%
• Q4 Upper: LGB+: 4.6% / Hetero: 95.5%

Read the Statutory Pay Gap Report 2020 for full details.