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 2021 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.

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, becoming a founding signatory of the Football Association’s Football Leadership Diversity Code and being recognised as a leader in this important area on and off the pitch. However, we do recognise that there is always more that we can do. 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.

The club has recently relaunched its EDI strategy, Red Together, which encompasses all activity in the area of equality, diversity and inclusion across four strategic priorities; disability, gender equality, LGBT+ and race. The strategy focuses on how Liverpool FC will advance its efforts over the next five years internally and externally, focusing on four central 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
   

We are actively working to recruit more women into senior positions and have recently established a dedicated recruitment team to support this aim. 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.

To help us to make meaningful progress across all strands of equality, the club’s pre-existing employee inclusion networks have adopted a new governance structure; introducing operational network leads to each group, senior sponsors from the club’s leadership team, and strategic plans to outline their objectives for the next 12-24 months. This has seen the club work closely with a number of equality organisations, including launching a partnership with The Girls Network to give employees the platform to mentor girls and young women from the Merseyside area.

Learning and development continues to make positive changes. In the last 12 months, the club has sponsored more women through Level 3, 5 and 7 apprenticeship programmes, providing development opportunities for women to excel into leadership positions in the future.

The club in partnership with the LFC Foundation has also supported 9 young women into 6-month placements via the Kickstart Scheme, 45% of the overall participants.

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.
 

Billy Hogan

Chief Executive Officer, Liverpool Football Club