Inclusion and diversity
At Mercer, we are creating a culture of belonging where all colleagues can bring their whole selves to work and thrive.
Our inclusion and diversity priorities
Representation:
The diversity of our workforce reflects the communities where we live and work. Learn more about Mercer’s workforce and our commitment to inclusion and diversity.
Belonging:
We’re developing leaders, people managers and colleagues to be visible allies and sponsors for Black, Indigenous and people of colour (BIPOC) colleagues.
Thriving:
We’re delivering equitable learning, development, promotions and rewards to all colleagues.
How are we building a diverse workforce and inclusive culture?
Advocacy
Mercer has a longstanding practice of reviewing pay and promotion decisions to identify and mitigate bias. We are committed to expanding this focus to other core business practices and policies.
Mercer offers a mix of regional and local mentorship programs to help elevate BIPOC colleagues through career sponsorship.
Learning
We continuously build organizational capability to sustain an inclusive workplace.
Colleagues are required to attend learning sessions and certify that they understand the concepts of unconscious bias, being an ally and respect at work. People managers participate in additional forums to discuss creating and sustaining an inclusive culture.
Leadership accountability
Business leaders of large organizations have multiyear goals to increase representation of BIPOC colleagues in critical roles. At Mercer, leaders create a plan for engaging, retaining and developing BIPOC colleagues.
Mercer has instituted practices designed to attract and hire diverse talent. We’re de-biasing job postings and diversifying and training our hiring managers and interview teams.
Listening better
We’ve created a series of listening sessions and colleague experience surveys with the aim of better informing and driving our actions. We use these tools to increase awareness and understanding of differences across many diversity dimensions.
We’ve established diversity advisory councils at the enterprise and local levels to guide actions with local leaders.
Business resource groups (BRGs)
Our BRGs are an integral part of Mercer’s ability to succeed in building a culture of belonging.
Made up of colleagues who voluntarily work together to help Mercer achieve its diversity vision, each BRG plays a critical role in improving our firm’s culture and environment. Providing unique perspectives from across our organization, each BRG focuses on our abilities to hire, develop and retain the best talent; work with an increasingly diverse client base; and connect to the increasingly diverse communities in which our colleagues and clients live and work. We currently have BRGs across Mercer from the following communities: Racial and Ethnic Diversity, Women@Mercer, Rising Professionals Network, AccessABILITIES and Pride.
Inclusion and diversity at Mercer
-
2023 ESG Report: Empowering Sustainable Futures
Marsh McLennan's latest ESG report summarizes our internal ESG progress and achievements in 2023 as well as our collective capabilities to support clients and communities on these important issues.
-
Equity = Possibility
Our platform harnesses our expertise across risk, strategy and people to deliver solutions that help diverse business leaders and owners grow and thrive.
-
MBA Fellowship Program
RISE provides second-year Black MBA candidates and graduates with an enriching curriculum of practical business knowledge and tools for advocating for social justice within a business environment.
Related insights
-
DEI insights
Under the rainbow: Creating intentional allyship in the workplace
By: Harrison Pope, Client Manager and Commercial Strategist, Mercer Global Pride Co-ChairActionable steps for creating a more inclusive, equitable work environment for LGBTQ+ employees. -
DEI insights
DEI: Fuelling your competitive advantage
In the era of Energy Transition, more jobs are shifting towards Artificial Intelligence and digital technology which leads to new talent requirements. Examine how different talent is being attracted to the energy sector as technology emerges. -
Future of work
Are women right to be wary of AI?
By: Kate Bravery , Global Leader – Talent Advisory and InsightThe future of generative AI holds a great deal of potential. But with great power comes great responsibility: the question is, who has a grip on it? How will it impact gender equality and diversity, equity and inclusion?