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
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.
We’re developing leaders, people managers and colleagues to be visible allies and sponsors for Black, Indigenous and people of colour (BIPOC) colleagues.
We’re delivering equitable learning, development, promotions and rewards to all colleagues.
How are we building a diverse workforce and inclusive culture?
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 programmes to help elevate BIPOC colleagues through career sponsorship.
We continuously build organisational 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.
Business leaders of large organisations 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.
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 organisation, 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
Helping our clients advance diversity, equity and inclusion (DEI)
Awards and recognition
- Michelle Sequeira, Diversity, Equity and Inclusion Consulting Leader, CIO Views Magazine, Most Influential Women in Diversity & Inclusion, 2023
- Martine Ferland, Mercer CEO, A Better Chance’s 2022 Chairperson’s Award
- Tony Wood, UK Leader, MMB, 2021 OUTstanding LGBT+ executive role model (fourth consecutive year)
- Rich Nuzum, Investments and Global Chief Investment Strategist, Mercer, 2019 EMBARGO Project 1,000 campaign and 2019 #50for50 campaign for LGBTQ+ equality
- Mark McNulty, Head of International Clients, Mercer Investment Solutions, 2019 #50for50 campaign for LGBTQ+ equality
- Joanna O’Riordan, Global Operations Director, MSC, 2019 Excellence in Working With a Charity Award in Recognition of Trailblazing Best Practice in Gender Balanced Leadership
- Claire Skinner, UK Head of Content and Delivery, Mercer Investment Solutions, 2019 Women in Pensions Role Model of the Year