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Drive equality of opportunity, experience and pay in your workforce

The pursuit of diversity, equity and inclusion (DEI) has moved front and center for organizations worldwide. This has been driven by the negative impacts of the COVID-19 pandemic and the global outcry against racial injustice. Now, more than ever, organizations must achieve long-term, sustainable change.

Real change requires real action. Companies must:

  • Apply data-driven insights
  • Develop clear, visible goals
  • Ensure leadership commitment and accountability

There has long been a significant and discouraging “say/do” gap between the values companies express publicly and the impact these words have on the delivery of equality. According to Mercer’s 2020 report, Let’s Get Real About Equality, 81% of organizations globally say they are focused on improving diversity, equity and inclusion. Yet, only 42% report having a documented multi-year strategy, and just 50% set formal quantitative DEI goals and targets.

So how can organizations make better progress towards diversity, equity and inclusion? 

Start here 

Only 30% of organizations are using technology to systematically address DEI challenges.

Defining diversity, equity and inclusion (DEI)

Diversity - Evolving representation


How well does our workforce represent the communities we represent and serve? What is our five- to 10-year trajectory for increasing the presence of underrepresented groups? 

Equity - Designing to ensure access


How well do we ensure that our employees receive equitable rewards for their work and access to progression opportunities?

INclusion - Fostering belonging


How well do our culture, environment and experience instill a sense of belonging, authenticity and trust? 


Three ways to start building an evidence-based DEI strategy 

Contact us

Mercer helps clients adapt and thrive through change every day. At times of uncertainty, we remain a trusted advisor and we are here to support you. Contact us below:

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