Gender pay
From 2017 the gender pay gap report is a mandatory requirement by the UK government for employers who have 250 or more employees to publish specific data in relation to their gender pay gap.
Gender pay report
The data captured is at 31st March 2022. You can find out further details relating to the Gender pay gap reporting and published results.
The 2022 gender pay gap report for Liverpool Hope is now available.
I confirm that our data is accurate and has been calculated according to the requirements of The Equality Act 2010 (Gender Pay Gap Information) Regulations 2020.
Andy Catterall, Director Personnel
Previous reports
I confirm that our data is accurate and has been calculated according to the requirements of The Equality Act 2010 (Gender Pay Gap Information) Regulations 2020.
Andy Catterall, Director Personnel
I confirm that our data is accurate and has been calculated according to the requirements of The Equality Act 2010 (Gender Pay Gap Information) Regulations 2020.
Andy Catterall, Director Personnel
I confirm that our data is accurate and has been calculated according to the requirements of The Equality Act 2010 (Gender Pay Gap Information) Regulations 2019.
Andy Catterall, Director Personnel
I confirm that our data is accurate and has been calculated according to the requirements of The Equality Act 2010 (Gender Pay Gap Information) Regulations 2018.
Andy Catterall, Director Personnel
I confirm that our data is accurate and has been calculated according to the requirements of The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Andy Catterall, Director Personnel
Women in Leadership Steering Group
Liverpool Hope University seeks to embrace and support the success of all members of the Hope community. In particular, the University aspires to ensure that all individuals within the University do not experience barriers to their progression and that groups with identified characteristics are not disadvantaged. The Women in Leadership Group seeks to identify actions which will facilitate the advancement of women academic colleagues both through the normal academic promotion route of Lecturer to Senior Lecturer to Associate Professor/ Principal Lecturer to Professor and through academic leadership in a variety of roles to Head of School/ Department. The Report of the Women in Leadership Steering Group for August 2022 is now available to view.