Martine Ferland

Martine Ferland

President and Chief Executive Officer, Mercer
Vice Chair, Marsh McLennan
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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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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 all can be themselves and feel that they belong leads to more engagement, retention of the best talent and is frankly, the right thing to do. Diverse teams generate richer discussions, more innovative ideas and bigger impact than teams where everyone is the same. Below are details about Mercer’s approach, strategy and actions, and commitments.

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.

Belonging: We are developing leaders, people managers and colleagues to be visible allies and sponsors for Black, Indigenous and people of color (BIPOC) colleagues.

Thriving: We are delivering equitable learning, development, promotions and rewards to all colleagues.

Building a diverse workforce and inclusive culture

 How are we doing it

Listening better


We’ve created a series of listening sessions and colleague experience  surveys to better inform and drive 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. 





We continue building organizational capability to sustain an inclusive workplace.


All colleagues are required to attend learning sessions and to 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.




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 has a mix of regional and local mentorship programs to help elevate BIPOC colleagues through career sponsorship.




Leadership accountability


Business leaders of large organizations have multi-year goals to increase representation of BIPOC colleagues in critical roles.


Each leader has created a plan for the engagement, retention and development of BIPOC colleagues.


Mercer has instituted practices to attract and hire diverse talent.  We are de-biasing job postings and diversifying and  training 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 toward the purpose of helping 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, Rising Professionals Network, Access Abilities, and PRIDE.


Learn more >

Helping our clients on their journeys

Awards and recognition

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

Corporate inclusion and diversity

Corporate social responsibility

Individual recognition

Gail Evans, Chief Digital Officer, 2019 Phenom award, Digital Diversity Network, 2019 Crain’s Most Notable Women in Tech


Rich Nuzum, President, Wealth, 2019 EMBARGO project 1,000 campaign


Rich Nuzum, President, Wealth, and Mark McNulty, Partner, Wealth, #50for50 campaign for LGBTQ+ Equality


Claire Skinner, Principal, Wealth, 2019 Women in Pensions Role Model of the Year


Tony Wood, UK Leader MMB, 2019 Outstanding Leading LGBTQ+ Executives List


Joanna O’Riordan, Global Operations Director, MSC, Excellence in Working with a Charity Award in Recognition of Trail Blazing Best Practice in Gender Balanced Leadership