Pay equity
Effectively address pay equity
Pay equity has become a critical priority globally. This has prompted many leading organizations to take a more active and strategic role to ensure equity in their workforces.
The opportunities, challenges and barriers organizations may face when effectively addressing pay equity include:
- Responding to intensifying pressures from governments, activist investors and employees to offer equal pay
- Attracting and retaining a diverse mix of high-quality talent by ensuring equitable career opportunities and pay equity
- Consistently assessing and addressing pay inequity across different geographies
To address these issues, organizations should include pay equity analysis as a core component of their annual compensation reviews and DEI processes. They should also proactively prepare disclosure of pay and rewards, and strive to accelerate workforce diversity.
Locally and globally, Mercer helps organizations effectively address pay equity and ensure fairness in their rewards. Based on statistical methods (that conform to the highest standards), our approach is designed to have a significant and sustainable impact. It is informed by many years of collaboration with the world’s leading companies.
of companies globally are assessing the competitiveness of their pay levels and compensation structures.
of organizations feel prepared to meet global transparency requirements.
How we support pay equity
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Securing local compliance support
It is imperative to meet complex current and emerging local compliance and pay-equity legislation requirements by jurisdiction. Mercer offers local expertise to support regulatory submissions and other required activities. -
Conducting equal pay analysis
We examine roles with large pay differences and provide discipline for further review within highlighted roles. -
Performing pay equity analysis
We highlight and measure unexplained pay gaps and develop strategies to address them. We advise on targeted pay interventions that focus on root causes. This work can inform both required and voluntary human capital metrics disclosures.
