Statutory Pay Gap Report 2023

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%

The University of Liverpool disability 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 426 (5.52%) were known to have a disability, and 7,286 (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%

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 7,712 Full Pay Relevant Employees in March 2023.

BAME Pay Gap: 830 (10.76%) FPRE were Black, Asian or Minority Ethnic plus (BAME+), and 5,638 (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%

The University of Liverpool sexuality pay gap data is presented below. The calculation is based on the inclusion of 7,712 Full Pay Relevant Employees in March 2023 whose sexuality was known, of which 370 (4.80%) were Lesbian, Gay, Bisexual or Other (LGBO), and 4,443 (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%