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Mercer is a people business, and having colleagues with diverse backgrounds, perspectives, experiences and cultures brings a diversity of ideas that, in turn, helps us make brighter futures for everyone. Together, we can make a difference.
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Martine Ferland

Martine Ferland

President and Chief Executive Officer, Mercer
Vice Chair, Marsh McLennan

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.

Diverse Group People Working Together

  • Transcript

    What does it mean to be who I truly am? Being who you truly are means that you get to live in your power. It means taking a stand for yourself. It means speaking up for what you believe in. It means that you can speak freely and happily about your family, your love, life, your partner. It means having a weight lifted off your shoulders. It's about being authentic. It's about being real. It's about being solid and secure. Being about to show your identities and being able to say to the world, “this is who I am and I love it.” Because when I think about being my true self, especially now in this climate, I think about the fact that I have this kind of multiplicity of identities. I am a gay black man that's a father, a husband, I am a mother. I am a lesbian. I am Latina. I am bisexual. I’m trans and I don't do labels. I am gender queer and I'm so proud about it. I am truly just a human being, trying to have impact in the world. I'm a part of the whole. And I love who I am and I’d love for anyone else who has all of these intersectionality is to own them and to be proud of them and to carry them with them whatever they do. And so when we think about pride and why it's so important, especially now with what's going on, let's think about the Black community and let's think about the gay Black community. Like Black Lives Matter as an amplification of pride, like as a highlighting of the additional voices in the community that are black. And it's important that we use all the things that we can, whether it's our voices or the privilege that we have, the privilege that I have as a white man to raise the voices of people who might not otherwise be heard. Because we have a responsibility to the other ones, generations to keep fighting more rights, more equality. It's no longer good enough to just say, “oh, you have equal rights, that's okay” or “I don't see a problem” or “I don't see color, I don't see queerness.” It's not good enough anymore. You have to educate yourself. And I think that's what pride this year is about. It's about justice. It's about fighting for visibility. It's about fighting for equality. It's about fighting for human decency. It's about diversity. It's about being accepted. It's about making sure that you feel that you can occupy space in this world. It's about everyone being welcome at the table. And that is pride. Like I can see my human in you.

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.



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.



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.

Diversity Matters at Mercer Women at Mercer logo

acessabilities at mercer logo

diversity matters at mercer logo racial and ethnic diversity

Pride Marsh & McLennan Companies Logo

diversity matters at mercer logo rising proffesionals network

Mercer Cares logo

Inclusion and diversity at Mercer

Accelerating impact: 2021 ESG Report

We made progress against our 2021 climate commitments and have made new ones in 2022.

Meet our Race Advisory Council

As part of our commitments to combat systemic racism and create change, this Council ensures diverse perspectives are considered in decision-making, especially those that affect our colleagues.

MBA Fellowship Program

RISE provides second-year Black MBA candidates and graduates with an enriching curriculum of practical business knowledge and tools for advocating for social justice within a business environment.

Explore Mercer Careers

Mercer is helping clients around the world redefine the world of work, reshape retirement and investment outcomes, and unlock real health and well-being for their people.

Helping our clients on their journeys

Let’s accelerate equality for all

Discover how organizations can effectively address the barriers to diversity, equity and inclusion — and make meaningful progress.

Are your health approaches inclusive?

A one-size-fits-all solution no longer works. See how employers can create inclusive benefits as part of their diversity, equity and inclusion strategy.

Accelerating DEI in investments

Our “DEI Leap continuum” (advice / research / investment solutions) helps clients seek out long-term robust returns while proactively responding to change.

Awards and recognition

We are proud to be recognized by leading publications, associations and studies for our achievements. Featured awards include:

Individual recognition

  • Tony Wood, UK Leader MMB, 2021, OUTstanding LGBT+ exec role model (fourth consecutive year)
  • Rich Nuzum, President, Wealth, 2019 EMBARGO Project 1,000 campaign
  • Rich Nuzum, President, Wealth, and Mark McNulty, Partner, Wealth, 2019 #50for50 Campaign for LGBTQ+ Equality
  • Joanna O’Riordan, Global Operations Director, MSC, 2019 Excellence in Working with a Charity Award in Recognition of Trail Blazing Best Practice in Gender Balanced Leadership
  • Claire Skinner, Principal, Wealth, 2019 Women in Pensions Role Model of the Year

Corporate inclusion and diversity

Corporate social responsibility

The corporate Engagement Awards 2021 logo

Empresa Socialmente Responsable logo

NYC service logo

Certificado Responsabilidad Social logo

AmCham singapore logo

Volunteer Wellington Te Puna Tautoko logo