Make progress on trust and retention

Mercer helps organizations enhance pay transparency and the employee value proposition (EVP) to drive fairness, opportunity and engagement across the workforce.

Advancing pay, health and benefits transparency for a compelling EVP

Every employee wants to be treated fairly. As organizations compete for top talent in a complex and high-risk environment, pay transparency and a relatable EVP can help them deliver an enhanced work experience for all employees.

Pay transparency is a matter of fairness. In part, it’s about making objective and consistent decisions around pay, promotions and other rewards. Yet with pay legislation on the rise and employee trust declining, what begins as a compliance exercise could lead to more open dialogue around pay and performance — and what employers can do to close the gap.

A winning EVP reflects employees’ values, needs and experiences to drive attraction and retention. It covers a range of unique motivations and preferences while also uniting the workforce behind a shared sense of purpose and better health, wealth and career outcomes overall.

Employers of choice understand that pay transparency and the EVP are more than competitive differentiators — they are foundational to growth and success.

Enhance trust and retention through fair pay and benefits, and a more personalized EVP

Get help evaluating fairness for all through a multifaceted, evidence-based approach that incorporates experience, performance and pay, along with health and financial well-being interventions and improved outcomes.

  • Job architecture
    Define work of equal value and provide clarity on responsibilities and skills to lay the groundwork for pay fairness and transparency.
  • Workforce analytics
    Examine data using sophisticated techniques and tools to discover deeper insights, including employee preferences, make predictions and inform evidence-based recommendations.

  • Manage performance
    Inspire and incentivize results through open, honest communication between managers and employees about pay and promotion opportunities.
  • Pay transparency
    Ensure consistent, objective decisions around pay, promotions and other rewards. Disclose pay ranges or amounts to employees, along with the business rationale.
  • Attract and retain
    Craft a compelling, relatable employee value proposition that reflects the values and needs of all employees. Engage and align the workforce behind a shared sense of purpose and universal goals for health, wealth and career outcomes.

  • Accountability and sustainability
    Commit to progress by embedding goals and metrics in the business. Communicate transparently and regularly with all stakeholders. Build and deliver a vivid employee experience for all contributors through relevant change, personalization and communication platforms.

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