What We Do
At Mercer, we believe there is an urgent need for leaders and organisations to build diverse and inclusive workforces for the future as an effective solution to the growing challenges of disruption and talent shortages.
We help organisations to understand their specific workforce needs and to put in place specific, targeted people strategies. These strategies are underpinned by analytics and supported by timely, tangible actions to create talent pools fit for the future.
Mercer deploys a multidisciplinary approach to diversity and inclusion with experts in talent management, analytics, reward, health and diversity and inclusion of course, to create a holistic, long-term and integrated solution.
62% of organizations rate themselves as ineffective at workforce planning.
Do you really understand your people—who they are, how they’re performing and where you’re losing them? You need the best plan for your workforce that combines human capital data, exclusive research and expert consulting.
Using workforce analysis will ensure that every dollar counts and every desk (virtual or otherwise) is occupied by someone contributing to your success.
Only 58% of organisations globally believe their senior executives are engaged with diversity and inclusion initiatives, and more surprisingly, only 39% of organisations globally report that their middle managers are engaged in the topic - Managers need to recognise their impact on the future shape and health of the talent pipeline.
Less than 10% of organisations offer retirement, savings and education programmes that are customised to allow for differences in financial wellbeing due to the working styles, such as pace and focus, of men and women, except in the limited cases required by law – it is time for a new approach.
We begin by understanding the unique business context and sharing world-class practice from the fields of HR, psychology, behaviour change and research. Leveraging Mercer’s experience in the field, our experienced consultants in analytics, talent management, rewards, health and diversity can support you in a number of ways – from business case creation and leadership engagement to workforce analytics, future strategy formulation, programme design, and implementation support such as capability development, communications and change support.
Align – Leading organisations know that diversity and inclusion is integral to operational success. It is closely linked with their overall people strategy: attracting needed skills, retaining top talent, managing the future of work, aligning to changing customer needs and keeping pace with innovation and change. The ROI needs to be universally understood and the business must be deeply committed to the journey. Mercer supports you with the business imperative, future focused people strategy and employee value proposition to ensure diversity and inclusion is embedded into the DNA of your organisation. Read more on strategic workforce planning here and employee value proposition here.
Assess – Mercer uses analytics to look holistically at the employee experience through the following lenses:
"With the right tools, identifying potential can be a science. Mercer partnered with us to identify and develop leaders with a growth mindset." Raelee Hobson, Organisational Development, Oil Search Limited.
Engagement – Drivers of engagement, and personas to understand what different groupings of employees value.
Reward – Pay equity and pay drivers analysis to understand what are the legitimate drivers of pay, as well as financial wellness.
Policy, Programmes, Profile – our audits and recommendations span policy reviews, from benefits to performance management and mobility, as well as wider employee value propositions and adaptive working.
Workforce Profile - We work with you to understand the current state and shape of your workforce and how this maps to the external market, success profiles and why people leave 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.
Engage - The proof must be coupled with courageous leadership for optimal impact. After all, the purpose of analytics
Take action - This involves a holistic,
Measure/Refine – Ongoing measurement and review of the implementation of programs
1 (Herring, C., 2009. Does diversity pay?: Race, gender, and the business case for diversity. American Sociological Review, 74(2), pp.208-224; Oelz, M. and Rani, U., 2015. Domestic work, wages, and gender equality: lessons from developing countries. ILO; Deloitte 2013).
The World Economic Forum continues to predict huge talent shortages in the near future, as well as deterioration in women’s economic standing over the past few years (WEF 2015, 2016). Minority groups still find themselves underrepresented and often undervalued (Mercer When Women Thrive research), whilst contradictorily, higher levels of diversity have been shown to relate to greater business performance and innovation1 .
Rapid advancement in new technologies is causing change to reverberate throughout the world of work. Combined with an aging workforce and shifts in labour supply and skills availability, it has never been more important or challenging to stay ahead of the disruption. The evidence is clear; there is an urgent need for leaders and organisations to create a shared vision, building diverse and inclusive workforces for the future. With recent attention given the issue of gender parity in the UK we need to seize this opportunity, or risk watching the efforts we have made with diversity and inclusion go to waste.