Gender Pay Gap Report

Last updated: 1 December 2025

Introduction to gender pay

AlphaSights Ltd, as a London-based employer of top graduate talent, presents its gender pay gap report in respect of the pay and tax year ended 5 April 2025.

The dedication and hard work of everyone at AlphaSights Ltd supports a platform on which women and men across the group (including outside of the UK) construct professionally and economically rewarding futures for themselves.

Gender pay gap reporting looks only to measure pay earned across all women and men employed; which is different to pay equality by role. At AlphaSights, we are very proud of our clear role and compensation progression, which has enshrined pay equality in our company.

Our gender pay results

While there was pay parity between women and men occupying the same role at the 5 April 2025 reporting date, more men than women work in UK-based senior leadership and particularly in certain technical roles, mostly in connection with our considerable sustained technology investments.

 

 

 

 

When looking specifically at bonus pay, it is important to note that the bonus pay gap is calculated based on the sum of bonuses paid to employees employed on the 5 April reporting date during the twelve months to the reporting date, regardless of when in that twelve-month period they joined or left the company. As one of London’s largest graduate employers, and the fact that, on completion of the graduate track at AlphaSights, the majority of any graduate intake leaves to progress their career elsewhere or pursue further graduate education, bonus pay gap figures for AlphaSights always fluctuate based on the gender split and in-year timing of (i) starter (for each of the multiple graduates intakes per year) and (ii) leaver cohorts, as the majority of AlphaSights roles have a monthly results-dependent bonus opportunity. Any improvement or deterioration in the bonus pay gap is, therefore, a reflection of the gender mix and in-year timing (early rather than late in the reporting period) of (i) starter and (ii) leaver cohorts in any twelve-month period leading up to a reporting date.

How we are addressing representation of women amongst high earners

We want each and every woman who joins AlphaSights with a view to progressing her career at AlphaSights to consider it possible through drive, application and results-orientation to rise to a senior, highly compensated role in the business. We are confident that our objective, merit-based talent management processes, in combination with the increased number of women choosing to embark on their careers at AlphaSights, will, over time, see more women advance to hold more senior, highly compensated roles in the company.

Statutory declaration

I confirm that the information and data in this report are accurate and in line with the requirements of the Gender Pay Gap Reporting Regulations.

Signed by:

Andrew Heath
Co-CEO, Co-Founder