Gender Diversity Targets 

At Mercer, we are committed to accelerating the advancement of women at work, both inside and outside our firm. We know that when women thrive, businesses and societies thrive.

We are proud to be delivering on our mission to ensure our colleagues reach their own full potential – through bringing their whole selves to work, having diverse successful role models to look up to, and being rewarded fairly and equally.

At Mercer we make a difference in the health, wealth and career of over 115 million people every day around the world. We know that we can do this only because of the efforts of each and every one of our colleagues. That is why rewarding our employees fairly is fundamental to our business.

Our commitment is evident through our EDGE certification, being active participants of The Diversity Project, as signatories to the Women in Finance Charter and our extensive global gender parity research project “When Women Thrive”. In the UK we have introduced targets to increase our most senior female population (at senior Principal and Partner level) to 50% by 2027. We have a gender balanced board and UK Executive Leadership team. We have a strong culture of adaptive working and gender balanced Partner promotions.

Mercer's UK 2022 gender pay gap report sets out our 2022 gender pay gap results and the activities we are taking to close our gap.

When we signed up to the Women in Finance Charter in June 2017, we had 34.02% female representation in our senior management team. As of September 2022, we have 37.5% female representation in senior management. This means we are exceeding our end of 2022 target of 35% representation. We continue to track towards our goal to represent the communities in which we work. As such, our aim is to have 50% female representation in our senior management team.

We continue to place significant emphasis on our strategies to continue our progress towards a workforce that mirrors the communities within which we serve. This includes diverse slates in hiring for 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. Learn about the role of Inclusion and Diversity at Mercer, our priorities and action plan.