Gender Diversity Targets 

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. When we signed up to the Women in Finance Charter in June 2017, we had 34% female representation in our senior management team. As of January 2024, representation had increased to 37%. Whilst we have increased representation over the last 6 years, we have not yet hit our targets that ensure we reach 50% representation in 2027.

We continue to track towards our goal to represent society. As such, our aim is to have 50% female representation across all levels in our organisation.

We continue to place significant emphasis on our strategies to continue our progress towards gender balance. This includes diverse slates in hiring for all roles and particularly 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 2023 gender pay gap report sets out our 2023 gender pay gap results. In this report, we highlight some of the activities already undertaken and those planned in the future to further our objectives to ensure gender parity.

The Times Top 50 Employers for Gender Equality