Inclusion and diversity

Having a diverse workforce and an inclusive culture makes us stronger as an organization and improves the quality of our work. By working with curiosity, care and integrity to understand the needs of our colleagues and clients, we help enable their success.

Understanding and valuing the strengths of all our colleagues is core to our purpose at Mercer. Because we recognize that the unique talents and experiences our colleagues bring to the work they do each day add up to a more complete perspective. Nurturing a culture where everyone can be themselves and feel a sense of belonging leads to richer discussions, more innovative ideas and — ultimately — greater impact. Below are details about Mercer’s approach, strategy and actions, and commitments.

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 in the United States and globally.

Belonging:
We’re developing leaders, people managers and colleagues to be visible allies and sponsors for Black, Indigenous and people of color (BIPOC) colleagues.

Thriving:
We’re delivering equitable learning, development, promotions and rewards to all colleagues.

Inclusion & Diversity
(United States)

Download our annual US diversity disclosure
Inclusion & Diversity
(Global)

Download our annual global diversity disclosure
DEI in Investments

Download our annual disclosure

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.

The Women@Mercer program aims to support and expand gender balance in conjunction with our global community of women’s networks. We’re also committed to promoting Mercer’s internal and external gender-diversity brand to maximize the company’s ability to recruit, develop, retain and advance female talent.

The Racial and Ethnic Diversity BRG works to help make Mercer the employer of choice for the best and brightest diverse talent. The group fosters an inclusive work environment where employees from diverse backgrounds, cultures and ethnicities can thrive as professionals and contribute to Mercer’s success.

Mercer’s Pride BRG is dedicated to helping Mercer realize the full value of the firm’s lesbian, gay, bisexual, queer and transgender+ colleagues while supporting Mercer’s strategic imperatives.

The Rising Professionals BRG connects, develops and empowers driven, ambitious and diverse colleagues through networking and programming for professional and developmental growth.

AccessABILITIES@Mercer aims to enhance a culture of inclusion for colleagues with disabilities and for caregivers, creating a workplace built on empathy, dignity, trust and respect so that everyone’s abilities shine.

The Mercer Cares BRG harnesses our people’s passion for making a meaningful difference in our communities through volunteering. Mercer colleagues have the opportunity to make an impact together by mentoring students, improving community health and wellness, supporting veterans’ groups, and volunteering to support a variety of other causes. We make it easy for our colleagues to volunteer by offering one paid workday off each calendar year for volunteer service with a nonprofit or charitable organization.

Inclusion and diversity

At Mercer, we are creating a culture of belonging where all colleagues can bring their whole selves to work and thrive.