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Gender Representation at Preqin

Advancing our workplace diversity

Diversity, equity and inclusion at Preqin

At Preqin, people are at the heart of our business, and we aim to create a diverse, equitable and inclusive culture where everyone can thrive.

Diversity is essential in business today. It provides balanced perspectives, greater innovation and creativity, a wider range of skills, increased productivity, and ultimately higher revenues, and we are committed to diversity within our organization. Our goal is for the representation within the company to reflect the markets we serve, including all different facets of diversity. Through our company policies and practices, we ensure that everyone is treated equally.

We aspire to be the best place to work and set an example on diversity, equity and inclusion in the industry. We recognize that we’re not where we want to be yet, and we’re committed to taking tangible steps to drive change.

Gender equity

Our 2022 Women in Alternatives report found that 20.9% of people working in alternative assets roles are females. While this represents a slight increase from the previous year, women are still significantly underrepresented in our industry. It’s even more evident in senior roles where the percentage drops to just 12.9%.

At Preqin, we are committed to the advancement of women and, compared to the wider alternatives market, have stronger female representation than the industry average, at 39% of our global workforce. In the last year (Dec 2020 to Dec 2021), we increased the representation of female managers from 31% to 36%, and from 26% to 29% at the senior leadership level.

While we’re proud that we’re making steady progress, we recognize that we need to continue building on this foundation. Having a gender-balanced workforce is an important step toward wider diversity within our organization.

Gender representation at Preqin UK

Below we look in detail at the gender representation and our pay gap at Preqin UK, in line with UK’s Gender Pay Gap Regulations that require all private and voluntary sector companies with 250 or more employees to publish their gender pay gap data by 4 April every year.

As of Dec 2021, our UK-based team was 62% male and 38% female, illustrated by the below chart. The chart also shows greater gender disparity in the UK compared to our global figures, with 26% of our managers and 25% of senior leaders being female.

While these figures leave a lot of room for improvement, we have increased the percentage of women in management in the UK, especially at the senior level.
In 2021, we increased our gender representation in London across all seniority levels

The second chart shows that of the top 25% earners at Preqin in the UK as of April last year, 18% were female and 82% were male. We recognize that these figures are not satisfactory and are committed to continuing our steadfast efforts toward a gender-balanced workplace at all levels.
*Note reported as of April 5, 2021, in line with the UK Government Equalities Office’s guidelines on eligible employees.

The two slides below look at the gender pay gap from two other angles.
  1. Difference between men and women
  2. Percentage receiving bonus payment calculates the percentage of females and males receiving any bonus payment in the year preceding April 2021

    The hourly pay gap is driven primarily by the fact that women are underrepresented within our UK workforce at manager and senior leadership levels. The bonus pay gap shows a higher discrepancy and is largely a result of a larger proportion of men in senior and sales roles, with the sales function traditionally receiving a higher percentage of pay as earned bonuses. Preqin is committed to equal pay and the above chart does not compare individual pay for men and women in similar roles and seniority levels.
The small gap in the percentage of female and male team members who received a bonus reflects the fact that we hired a higher percentage of women in the year up to April 2021, and these employees were not eligible for an annual bonus within the timeframe of this report.

Advancing our workplace diversity

Having a gender-balanced workforce is an important step toward achieving wider diversity within our organization, and we’re making tangible steps toward increasing female representation.

Our internal gender diversity agenda is focused on hiring and retaining female team members. We have put several practices in place to achieve this. We train our hiring managers to recognize inherent bias and ensure that our hiring processes are based on merit. We have transparent and clear processes around promotion to ensure everyone is given fair and equal opportunities to aspire to management and leadership roles. We support our employees through coaching and mentorship programs, flexible and gender-neutral family leave following the birth or adoption of a child, and hybrid working.

We also aim to set the standard for gender equity in our industry. We regularly publish content and hold events that promote the crucial contributions of women in alternatives to highlight the success of female leaders. Showcasing role models is a great way of attracting more female talent into the industry. We support more women joining the industry through partnerships with not-for-profits, such as the Women's Association of Venture & Equity and SEO.
We’re committed to reducing barriers to growth for every employee within our organization. We recognize that gender diversity is only one facet of diversity and are committed to ensuring equal employment without regard to race, color, religion, sex, sexual orientation, or any other bias.

We want everyone at Preqin to feel empowered, visible, and heard.

We confirm that Preqin's gender pay gap calculations are accurate and meet the requirements of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 - Christoph Knaack, CEO, Preqin