Challenges       |       How we help       |       Insights       |       Experts       


 

 


Challenges

 

  • Responding to intensifying pressures from governments, activist investors and employees
  • Attracting and retaining top, diverse talent by ensuring fair outcomes
  • Consistently assessing pay equity across different geographies


 

Now, more than ever, pay equity has become a critical priority, prompting organizations to take a more active and strategic role to ensure equity in their workforces. Organizations that include pay equity analysis as a core component of their annual compensation reviews can limit legal risk, proactively prepare disclosure and accelerate workforce diversity.

 

Locally and globally, Mercer helps organizations effectively address pay equity and ensure fairness in their rewards. Based on statistical methods that conform to the highest standards, our approach is designed for sustainable impact — informed by many years of collaboration with the world’s leading companies.

 



Local legislative support

It is imperative to meet complex, emerging local requirements jurisdiction by jurisdiction. Mercer offers local expertise to support regulatory submissions and other required activities.



Equal pay analysis

This analysis examines roles with large average pay differences between genders and provides some discipline for further review within highlighted roles.



Pay equity analysis

Measure unexplained pay gaps, and close them where appropriate. Pay equity analysis provides data to support and inform required and voluntary ESG disclosures.




Pay equity analysis

Learn more about Mercer’s three-step approach to pay equity and our Pay Equity Calculator tool.


 

Mercer’s Pay Equity Calculator

Following our assessment, we deliver this robust and unique web-based tool preloaded with your results, empowering your team to drive the review process.

 

Key features:

 

  • Drill down into pay gaps: Review pay gaps by gender and race/ethnicity, and investigate pay distributions group by group.
  • Consider remediation options: Experiment with different adjustment strategies, and create custom strategies for specific groups.
  • Assess impact: Evaluate the impact of actions on pay gaps and budgets, review individual-level outliers and document special-case situations.




Our experts 

 

Please contact our DEI and pay equity consultants for more information.

 


Brian Levine

Brian Levine, PhD

Global Pay Equity Leader, Mercer

 

Brian has more than 20 years of consulting experience in analytics and strategy – working with company data to identify drivers of performance, rewards and turnover as well as links between human capital and business performance.

 

 

Lea Lønsted

Lea Lønsted

Europe and UK Pay Equity Leader, Mercer

 

Since 2019, Lea has led DEI consulting in Denmark. Previously, Lea led large-scale change-oriented HR projects in the private sector and was a key player in developing and implementing the comprehensive gender parity strategy for the United Nations in 2017. Equity is a passion for Lea.

 

 

Brian Levine

Brian Levine, PhD

Global Pay Equity Leader, Mercer

 

Brian has more than 20 years of consulting experience in analytics and strategy – working with company data to identify drivers of performance, rewards and turnover as well as links between human capital and business performance.

Melissa Swift

US Transformation Leader, Mercer

 

 

Lewis Garrard

Lewis Garrard

Singapore Career Business Leader,  Mercer

 

 

Ephraim Patrick

Ephraim Patrick

Pacific Workforce Transformation Leader, Mercer

Cynthia Wenzel

Cynthia Wenzel

Central Europe Change and Culture Transformation Leader, Mercer

 

Why pay equity? Why now?

Now more than ever, gender and racial pay equity has become a critical priority for C-Suite and HR leaders, requiring organizations to take a more active and strategic role to ensure that there is equity in their workforce.

 

The pressure on organizations to report on pay equity has grown substantially – from increased risk of legal exposure to new disclosure pressures from governments, activist investors, peer organizations, and employees. With intense media scrutiny, effective brand management also requires a focus on both pay equity and pay transparency.

 

Organizations that include pay equity analysis as a core part of their annual compensation reviews can limit legal risk, proactively prepare disclosure, and accelerate workforce diversity.



Webinar replay – Drilling down on pay gaps

Learn how organizations can effectively drive pay equity through comprehensive pay equity analysis.




How we help

 

We help organizations effectively address pay equity and ensure fairness in their rewards. Mercer works with companies locally and globally to:



Clarify country-specific disclosure requirements and support required audit processes.


Run calculations for local reporting and develop templates for repeatable use.


Review and efficiently manage global pay equity, relying on an objective analytic approach.



 

Our approach

Mercer’s approach to pay equity is informed by many years of impactful collaboration with the world’s leading companies. Based on statistical methods that conform to the highest standards, our approach is designed for sustainable impact.

 

  • We rely on a combination of consulting and technology to pair our statistical and contextual expertise with your knowledge on your organization's compensation system and employee-specific circumstances.
  • For analysis, our economists, psychologists, and statisticians bring domain knowledge and applied experience that is hard to find, build, or replace with technology.
  • The Pay Equity Calculator™, our unique web-based tool, helps your team investigate areas of risk, consider the impact of different adjustment scenarios, and track the decision process for individual employees.


Ready to learn more?

Learn more about our pay equity analysis offerings and see the Pay Equity Calculator in action.




Pay equity analysis

Learn more about Mercer’s three step approach to pay equity and our Pay Equity Calculator tool.


 

Mercer’s Pay Equity Calculator

This robust and unique web-based tool is delivered following our assessment and pre-loaded with your results, enabling your team to drive the review process.

 

Key features:

 

  • Drill down into pay gaps: Review pay gaps by gender and race/ethnicity, and investigate pay distributions group-by-group
  • Consider remediation options: Experiment with different adjustment strategies and create custom strategies for specific groups
  • Assess impact: Evaluate the impact of actions on pay gaps and budgets, review individual-level outliers, and document special-case situations

Contact us

To learn more about Mercer's pay equity analysis and remediation offerings, please enter your contact information below.

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