Gender Pay Gap results

The University of Liverpool gender pay gap data is presented below. The calculation is based on the inclusion of 7,002 Full Pay Relevant Employees in March 2022, of which 3,913 (56.1%) were female, and 3,059 (44.2%) were male:

  • The Mean Gender Pay Gap: 21.01% (UK HE, ONS)
  • The Median Gender Pay Gap: 16.09% (UK HE, ONS)

  • The Mean Bonus Pay Gap: 45.11%
  • The Median Bonus Pay Gap: 75%

  • Proportion of Women receiving Bonus Pay: 0.21%
  • Proportion of Men receiving Bonus Pay: 1.16%

  • Q1 Lower: Female: 69.31% / Male: 30.69%
  • Q2 Lower Middle: Female: 63.05% / Male: 36.95%
  • Q3 Upper Middle: Female: 50.89% / Male: 49.11%
  • Q4 Upper: Female: Female: 41.25% / Male: 58.75%
Disability Pay Gap results

The University of Liverpool disability pay gap data is presented below. The calculation is based on the inclusion of 7,002 Full Pay Relevant Employees in March 2022, of which 406 (5.8%) were known to have a disability, and 6,566 (94.2%) had no known disability:

  • The Mean Disability Pay Gap: 14.47%
  • The Median Disability Pay Gap: 7.62%

  • Proportion of Disabled staff receiving Bonus Pay: 0.00%
  • Proportion of Non-Disabled Staff receiving Bonus Pay: 0.75%

  • Q1 Lower: Disabled: 7.97% / No Known Disability: 92.03%
  • Q2 Lower Middle: Disabled: 5.91% / No Known Disability: 94.09%
  • Q3 Upper Middle: Disabled: 5.57% / No Known Disability: 94.43%
  • Q4 Upper: Female: Disabled: 3.84% / No Known Disability: 96.96%
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 7,002 Full Pay Relevant Employees in March 2022.

BAME Pay Gap: 1,783 (25.6%) FPRE were Black, Asian or Minority Ethnic plus (BAME+), and 4,669 (67%) were White British:

  • The Mean BAME+ Pay Gap: -7.95%
  • The Median BAME+ Pay Gap: -11.60%

  • The Mean Bonus Pay Gap: 10.98%
  • The Median Bonus Pay Gap: 58.33%

  • Q1 Lower: BAME+: 21.45% / White British: 78.55%
  • Q2 Lower Middle: BAME+: 22.13% / White British: 77.87%
  • Q3 Upper Middle: BAME+: 34.97% / White British: 65.03%
  • Q4 Upper: BAME+: 31.99% / White British: 68.01%

PoC Pay Gap: 887 (12.7%) FPRE were People of Colour (PoC), and 5,564 (79.8%) were White:

  • The Mean PoC Pay Gap: -6.49%
  • The Median PoC Pay Gap: -0.09%

  • The Mean Bonus Pay Gap: 19.14%
  • The Median Bonus Pay Gap: 75%

  • Q1 Lower: PoC: 15.56% / White: 84.44%
  • Q2 Lower Middle: PoC: 11.28% / White: 88.72%
  • Q3 Upper Middle: PoC: 16.55% / White: 83.43%
  • Q4 Upper: PoC: 11.60% / White: 88.40%
Sexuality Pay Gap results

The University of Liverpool sexuality pay gap data is presented below. The calculation is based on the inclusion of 7,002 Full Pay Relevant Employees in March 2022 whose sexuality was known, of which 338 (4.9%) were Lesbian, Gay, Bisexual or Other (LGBO), and 4,448 (63.8%) were heterosexual:

  • The Mean LGBO Pay Gap: 5.88%
  • The Median LGBO Pay Gap: 1.21%

  • The Mean LGBO Pay Gap: 5.88%
  • The Mean Bonus Pay Gap: 0.00%
  • The Median Bonus Pay Gap: 0.00%

  • Proportion of LGBO staff receiving Bonus Pay: 0.00%
  • Proportion of Heterosexual staff receiving Bonus Pay: 0.40%

  • Q1 Lower: LGBO: 7.94% / Hetero 92.06%
  • Q2 Lower Middle: LGBO: 6.68% / Hetero 93.32%
  • Q3 Upper Middle: LGBO: 8.36% / Hetero 91.64%
  • Q4 Upper: LGBO: 5.26% / Hetero 94.74%