At Mercer, we believe in building brighter futures.

Together, our 25,000 employees in over 130 counties are helping redefine the future of work, reshape retirement and investment outcomes, and unlock real health and well-being.

For over 75 years, we’ve provided trusted advice and solutions to build healthier and more sustainable futures for our clients, colleagues and communities.

Balancing economics and empathy in our approach, we work side by side with you to find solutions to benefit your people and your business. By turning ideas into actions that spark positive change, we help you enrich employees’ lives and careers and drive innovation, progress and performance. Mercer is a business of Marsh McLennan.

From the beginning, we’ve put people’s futures first. In 1945, William M. Mercer, Ltd, began in Canada and grew to become a premier provider of actuarial and benefits consulting services. Acquired by Marsh McLennan in 1959 and merged with its own employee benefits department, the firm expanded through growth and acquisition to become a global leader in health, retirement, investments and talent.

Even as times have changed and our firm has evolved, our core purpose has remained clear: We make a difference in people’s lives. For generations, we have provided clients with actionable insights and forward-thinking solutions, and as our global reach and resources have expanded, so have our capabilities. Today, Mercer works with clients in 130 markets around the world, helping them continue to make the future brighter for their employees

Mercer is uniquely qualified to help organizations design and execute sophisticated workforce strategies, whether it’s for a multinational organization or a local company attempting to grow within its market. We provide best-in-class consulting, rigorous analytics, and data-driven insights that help organizations make fact-based decisions.

• Skills-based talent practices 
• HR transformation 
• Talent mobility 
• Employee communication 
• Employee experience insights 
• Executive compensation 
• Mercer learning 
• Workforce rewards 
• Workday services

Creating a culture of belonging

A diverse workforce and an inclusive culture makes us stronger as an organization and improves the quality of our work. According to data on client team effectiveness, diverse teams produce greater economic success for all.

By understanding, valuing and leveraging the strengths of all colleagues, Mercer holds a differentiating advantage. Nurturing a culture where everyone can be themselves and feel a sense of belonging leads to more engagement and retention of the best talent — and it’s the right thing to do. Diverse teams generate richer discussions, more innovative ideas and greater impact than teams where everyone is the same. Below are details about Mercer’s approach, strategy and actions, and commitments.

Our inclusion and diversity priorities 

At Mercer, we are creating a culture of belonging where every colleague can bring their whole self to work and thrive.

Representation: 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.

Belonging: We’re developing leaders, people managers and colleagues to be visible allies and sponsors for Black, Indigenous and people of color (BIPOC) colleagues.

Thriving: We’re delivering equitable learning, development, promotions and rewards to all colleagues.

How are we building a diverse workforce and inclusive culture?

Listening better

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.

Advocacy

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 programs to help elevate BIPOC colleagues through career sponsorship.

Learning

We continuously build organizational capability to sustain an inclusive workplace. 

All 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.

Leadership accountability

Business leaders of large organizations have multiyear goals to increase representation of BIPOC colleagues in critical roles. 

Each leader has created a plan for engaging, retaining and developing BIPOC colleagues. 

Mercer has instituted practices designed to attract and hire diverse talent. We’re debiasing job postings and diversifying and training our hiring managers and interview teams.

Business resource groups (BRGs)

Our BRGs are an integral part of Mercer’s ability to succeed on 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 organization, 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 & Ethnic Diversity, Women@Mercer, Rising Professionals Network, AccessABILITIES and PRIDE.