CorporateGender Pay Data
As we employ more than 250 people across Liverpool Football Club, we are required by law to carry out gender pay reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, and to publish our data.
The data published below represents Liverpool Football Club only. It does not include data for Liverpool Women FC or Liverpool FC Foundation as these are separate entities that do not employ over 250 people.
The data relates to those paid by the Club in the snapshot period of April 2022 and includes players and casual workers.
In order to produce our gender pay data, we are required to carry out six calculations that show the difference between the average earnings of men and women.
The mandatory data below represents all Liverpool FC staff, including players and casual workers. We have also provided voluntary data which uses the same calculations but excludes players.
At Liverpool Football Club, we have an unwavering commitment to equality, diversity and inclusion and are always looking to making a positive difference in the communities that we operate within. We are proud of our achievements in this area; maintaining the Premier League Equality Standard Advanced Level, continuing to support the Football Association’s Football Leadership Diversity Code and being recognised as a leading organisation in this important area on and off the pitch. It should be noted that our senior leadership team within football operations, including the first team manager, are predominantly male, which significantly contributes to the club’s gender pay data.
In March 2022, the club relaunched its Red Together EDI Strategy, which encompasses all activity across four strategic priorities; disability, gender equality, LGBT+ and race. The strategy focuses on how Liverpool FC continues to advance its efforts internally and externally, based on four main objectives;
- Making Liverpool Football Club welcoming to all – ensuring our sites remain open and inclusive
- Championing equality, diversity and inclusion – removing barriers to inclusion across everything that we do
- Diversifying our workforce – representing the communities that we operate within
- Creating an equitable and inclusive culture – ensuring a sense of belonging for all
As a key part of this strategy, the club is actively working to recruit more women into senior positions across the club; a key aim for the club’s dedicated recruitment team. We continue to invest in educating hiring managers, objective assessment processes and a data driven analysis of applicants throughout the recruitment process to recruit the very best talent, regardless of gender.
The club continues to empower its people through its colleague inclusion networks, who deliver EDI initiatives all year round and work closely with a number of equality stakeholders across key themes.
Learning and development continues to support women excel across the Club and The Foundation. The Club has extended its sponsorship of women through various apprenticeship programmes, with a greater focus on leadership development and support women up-skill in areas of Finance, Procurement, Digital and Technology practices.
We continue to be accredited by the Living Wage Foundation, paying at least the real living wage to all our Colleagues.
We take our responsibilities in this area seriously and through the work being done across the club, we are committed to increasing the diversity of our people and becoming an increasingly inclusive workplace for all.
Chief Executive Officer, Liverpool Football Club