Corporate

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 2018 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:

1.            Mean gender pay gap

2.            Median gender pay gap

3.            Mean bonus gender pay gap

4.            Median bonus gender pay gap

5.            Proportion of males and females receiving a bonus payment

6.            Proportion of males and females in each quartile band

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.

 
Mandatory Disclosure  
(LFC Staff including players)
Voluntary Disclosure
(LFC Staff excluding players)
1. 77.79% 38.50%
2. 4.49% 3.40%
3.

92.80%

71.47%

4.

-25.61%

-25.61%

5. M 10.12%
F 4.28%
M 7.63%
F 4.28%
6.
Upper Quartile
M 64.35%
F 35.65%
 
Upper Middle Quartile 
M 52.48%
F 47.52%
 
Lower Middle Quartile
M 50.05%
F 49.95%
 
Lower Quartile
M 51.84%
F 48.16%
Upper Quartile
M 60.5%
F 39.50%
 
Upper Middle Quartile 
M 53.93%
F 46.07%
 
Lower Middle Quartile
M 49.09%
F 50.91%
 
Lower Quartile
M 51.40%
F 48.60%

 

It should be noted that our senior leadership team within football operations, including the first team manager, are all male which significantly contributes to the Club’s gender pay data. The results for this snapshot period have remained generally static year-on-year which is mainly attributable to the fact that there have been no significant changes to the executive staff.

We are a pro-equality football club and are committed to making a positive difference where we can. We are proud to be the first club to achieve the advanced level of the Premier League Equality Standard which has been a key focus of our equality work. We continue to work hard at attracting women to join the Club and recognise there is further work to be done to recruit more women into senior positions.

To help us to make meaningful progress, an internal taskforce has been created called Unity Collective. This group will look for ways of sustaining gender equality throughout the Club and addressing ways to celebrate, educate and influence to help improve the gender pay data where possible. We are also working with Liverpool Girl Geeks – an organisation which celebrates, inspires and supports women interested in having a career in technology, as well as Northern Power Women which will help us to appeal to a broader talent pool who will be looking for the first, or next step, in their career.

Paying our people fairly is also important to us and we have recently been accredited by the Living Wage Foundation, further to announcing our commitment to pay the real living wage from 2018. As part of our commitment, we are working with its third-party agencies and suppliers to implement the living wage over the next three years.

We take these responsibilities seriously and are committed to increasing the diversity of our employees, while continuing to promote equality both to our employees and supporters.

I confirm that this data is a true reflection of our gender pay as of the snapshot period of April 2018.

Peter Moore

Chief Executive Officer, Liverpool Football Club

Click here for 2017 Gender Pay Data