Diversity Targets: Gender and Ethnicity Pay Gap Report
At Mercer we are committed to creating an inclusive business led with purpose.
We value the difference and diversity within our firm and encourage our colleagues to live and work authentically and be true to themselves. This means being accepting of everyone regardless of gender, sexual orientation, societal background or race. We will continue to make progress on our diversity and inclusion agenda as this helps deliver the best outcomes for our people, our clients, and society.
By understanding, valuing, and leveraging the strengths of all colleagues, Mercer holds a differentiating advantage. Nurturing a culture where all can be themselves leads to greater creativity, more engagement, retention of the best talent and is, simply, the right thing to do. Diverse teams generate richer discussions, more innovative ideas and have greater reach and impact than teams where everyone is the same.
At Mercer we make a difference in people's lives every day. We can only do this with the efforts of each and every one of our colleagues. That is why rewarding our employees fairly for the work that they do is fundamental to our business.
Our commitment is evident through our strong network of business resource groups, our commitment to HM Treasury's Women in Finance Charter and The Diversity Project and through the continuing investment in our extensive global gender parity research project When Women Thrive.
In 2020 our female senior management representation was 27.4%. As of September 2024, this has risen to 34%, increasing from 30.7% at the same point in 2023.
We are on track to meet our target of 40% female representation by September 2028 and we continue to track towards our goal to represent society as a whole with an ambition to have 50% female representation at all levels in our organisation. When viewing the organisation as a whole, female representation does reflect society.
We continue to place significant emphasis on our strategies to ensure our ongoing progress towards gender balance at the most senior levels of the organisation. This includes diverse slates in hiring for all roles with an emphasis on senior roles, programmes to accelerate high potential mid-career employees, scrutiny of promotion and reward decisions to avoid bias, compulsory training for managers to encourage awareness of unconscious bias and encouraging flexibility and agility in work for all.
Mercer's UK 2024 pay gap report sets out our 2024 gender and ethnicity pay gap results. In this report, we highlight some of the activities already undertaken and those planned in the future to make progress on our inclusion objectives.
Previous reports
