The pursuit of diversity, equity and inclusion (DEI) has become front and center for organizations worldwide. From the COVID-19 pandemic’s negative impacts to the global outcry against racial injustice, now more than ever, organizations must achieve long-term, sustainable change.
Real change requires real action:
There has long been a significant and discouraging “say/do” gap between the values companies express publicly and their impact on behavior and equality. According to Mercer’s 2020 report, Let’s Get Real About Equality, 81% of organizations globally say they are focused on improving diversity, equity and inclusion. Yet only 42% report having a documented multiyear strategy, and just 50% set formal quantitative DEI goals and targets.
So how do organizations drive progress towards diversity, equity and inclusion?
How well does our workforce represent the communities we represent and serve? What is our five- to 10-year trajectory for increasing the presence of underrepresented groups?
How well do we ensure that our employees receive equitable rewards for their work and access to progression opportunities?
How well do our culture, environment and experience instill a sense of belonging, authenticity and trust?
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