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 on The Times UK Top 50 Employers for Women list again in 2020, 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 35% by 2022. We have a gender balanced board and UK Executive Leadership team and a female CEO. We have a strong culture of adaptive working and gender balanced Partner promotions.
Mercer's UK 2020 gender pay gap report sets out our 2020 gender pay gap results and the activities we are taking to close our gap.
Also, see the Darwin Technologies Limited gender pay gap reports 2018 - 2020.
When we signed up to the Women in Finance Charter in June 2017, we had 34.02% female representation in our senior management team. This increased to 36.36% in August 2018. We acquired JLT in April 2019 which impacted our gender diversity metrics. As of September 2021, we have 35.8% female representation in senior management. This means we are still in line with our end of 2022 target of 35% representation.
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.
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Africa
