What We Do
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.
Mercer’s Point of View
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.
Did You Know?
- Women make up only 35% of the average company’s workforce at the professional and above – We need to create insights into the workforce profile to identify opportunities for building female talent.
- 39% of organisations globally report that their middle managers are engaged with diversity and inclusion issues – We need to help more managers recognise that their actions on hiring, pay, promotion and retention are critical to the future health of the talent pipeline and the female talent pipeline in particular.
- Two-thirds (65%) of women and 27% of men would not apply for a job at a company where men and women are not equally paid for equal work.
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
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
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.
Global Pay Summary
Job Analysis & Job Evaluation
Job Architecture and Career Frameworks
Total Remuneration Surveys (TRS)
EVP & Total Rewards Strategy
Forecast talent needs and build the infrastructure to help talent flow. Mercer can dramatically enhance the impact of how you select, engage & develop your talent.
Align executive rewards with business objectives to secure the best leadership talent, while ensuring they meet performance goals and governance requirements.
Optimize the value of international assignments with mobility data and support, including cost of living data, workflow management and cultural training solutions.
Enhance the effectiveness of your HR function to add long-term business value, with HR process redesign, HRIS implementation, HR talent development and more.
Get results-driven employee communication to support major HR initiatives; such as HRIS implementation, a new career structure, benefit changes and M&A activity.