Managing your potential risk exposure, understanding root causes and developing your long term strategy for a more diverse, thriving workforce
As well as helping organisations to interpret analyse and understand the Gender Pay Gap regulations, we move beyond the Gender Pay Gap calculations to understand the causes of high Gender Pay Gaps, crucial for developing a strategy for tackling an organisation’s Gender Pay Gap long term.
Mercer is the only expert in Gender Pay Gap that deploys a multidisciplinary approach of reward, talent management, analytics, diversity and inclusion to take a 360 degree approach to reviewing the root causes of your Gender Pay Gap.
For a refresher on the regulations see the Reporting Guide.
Performance-driven
How effectively are you rewarding performance? Do your incentive plans drive the right behaviors? Is your company’s performance management achieving the desired results? Can your company identify top performers? Mercer is a thought leader in performance management practices and trends as well as incentive plan design.
Delivered fairly and consistently
The desire for pay fairness continues to dominate global headlines as industry leaders, politicians and investors carry this agenda forward. Mercer’s global review process, supported by our Pay Equity Calculator™, helps you review pay equity across your global workforce. Our proprietary job evaluation methodology gives you an objective measure of job value, while our approach to career frameworks helps you establish job families and universal career levels that align with your pay programs to deliver pay equitably and consistently.
As well as helping organisations to interpret analyse and understand the Gender Pay Gap regulations, we move beyond the Gender Pay Gap calculations to understand the causes of high Gender Pay Gaps, crucial for developing a strategy for tackling an organisation’s Gender Pay Gap long term.
Mercer is the only expert in Gender Pay Gap that deploys a multidisciplinary approach of reward, talent management, analytics, diversity and inclusion to take a 360 degree approach to reviewing the root causes of your Gender Pay Gap.
For a refresher on the regulations see the Reporting Guide.
The Gender Pay Gap is only partly about pay, but largely about the workforce profile. Understanding the wider workforce dynamics and occupational segregation issue is integral to not just reducing the Gender Pay Gap but building a thriving organisation. Higher levels of diversity in organisations are associated with greater business performance and innovation.
Leveraging Mercer’s experience in the field, we can provide support in a number of ways. Our experienced consultants in rewards, analytics, talent management and diversity can support you – from new strategy formulation, programme design and manager training to implementation, communication and change support. This holistic approach will support a more diverse and inclusive workforce.
Engagement
We build a business case and roadmap for D&I intervention, engaging employees fully to understand their D&I experience and aspiration and gain leadership buy in.
Reward
We support through our tried and tested gender pay and equal pay work, as well as supporting you through an examination and recommendations on the financial wellness and pensions side.
Policy, Programmes, Profile
Our audits and recommendations span policy review, from benefits to performance management and mobility, as well as wider employee value proposition.
Workforce Analytics
We work with you to understand the current state and shape of your workforce and how this maps to the external market to help set the change agenda.
Health and Wellbeing
Imperative to a diverse thriving workforce, Mercer’s Health and Wellbeing Dashboard will help identify the status of your workforce and suggest solutions for change, including engagement and awareness.
Africa
