Mercer Short Duration Fixed Income Fund Class Y-3 · NASDAQ:MSDYX
Mercer Short Duration Fixed Income Fund Class Y-3 — Mercer — Mercer 2019 Gender Pay Gap Reporting Webinar
24 slides from Mercer Short Duration Fixed Income Fund Class Y-3's conference presentation, 2019
Slide 1: Prioritising actions, not headlines, will close the gender pay gap
PRIORITISING ACTIONS, NOT HEADLINES, WILL H E ALT H W E ALT H C AR E E R C L O S E T H E G E N D E R P AY G A P
Slide 2: Introduction to today's session
INT RODUCT ION TO TODAY’S SESSION • Today we will cover the findings of Mercer’s 4th gender pay gap (GPG) survey including: – Views on 2018 GPG reporting – Changing mind-sets and making a difference – Initial thoughts on ethnicity pay gap Michelle Sequeira Lauren Pindar UK D&I & Reward & Talent Anal
Slide 3: Regulatory updates around Europe
Update formatting REGULATORY UPDAT ES AROUND EUROPE France, UK, Norway, Timing and France, Sweden, Finland, Ireland looking to Germany and Austria headcount Germany, Belgium, introduce regulations. have public disclosure requirements Switzerland and Others too. requirement vary Denmark required to c
Slide 4: Little change in the gender pay gap across reporting entities 2017-2018
ACROSS ALL REPORTING ENTITIES IN 2017 AND 2018 THERE HAS BEEN RELAT IVELY LIT T LE CHANGE IN T HE GENDER PAY GAP 2018 median reported GPG: 9.5% 2017 median reported GPG: 9.2% PREVALENCE OF REPORTED DISTRIBUTION OF FEMALES IN MEDIAN GPG RESULTS EACH QUARTILE 2018 median UK GPG (ONS): 17.9% 30% or gre
Slide 5: The gender bonus gap has shown a change between 2017 and 2018
THE GENDER BONUS GAP HAS SHOWN A CHANGE BETWEEN 2017 AND 2018 WITH MANY SIGNIFICANT YEAR ON YEAR CHANGES FOR INDIVIDUAL ENTITIES 2018 median reported bonus gap: 15.6% 2017 median reported bonus gap: 19.6% PROPORTION OF EACH PREVALENCE OF REPORTED MEDIAN BONUS GAP RESULTS GENDER RECEIVING A BONUS 50%
Slide 6: Reflection and reaction to the GPG
Reflection and The Ethnicity Making a reaction to the pay gap difference GPG Copyright © 2019 Mercer Limited. All rights reserved. 6
Slide 7: Reflection and reaction to the GPG
Reflection and The Ethnicity Making a reaction to the pay gap difference GPG Copyright © 2019 Mercer Limited. All rights reserved. 7
Slide 8: The survey sample is large and diverse
T HE SURVEY SAMPLE IS LARGE AND DIVERSE W IT H PART ICIPANT S FROM A WIDE RANGE OF SECTORS AND SIZES No. of Survey Participants 134 Financial Services Participants in 2019, Logistics & Manufacturing 87% High Tech - Software of whom reported in High Tech - Hardware 2018 Professional Services FMCG Oil
Slide 9: Fewer respondents agree with the principle and methodology of gender pay reporting
FEW ER RESPONDENT S AGREE W IT H T HE PRINCIPLE OF T HE GENDER PAY REPORTING IN 2019, AND FEW AGREE WITH THE METHODOLOGY To what extent do you agree with the principle of To what extent do you agree with the gender pay gender pay reporting reporting methodology 2019 % change 2019 Principle result fr
Slide 10: Organisations increasingly reported the legislation would make little difference
ORGANISAT IONS INCREASINGLY REPORT ED T HAT T HE LEGISLAT ION W OULD MAKE LITTLE DIFFERENCE 57% believe that the legislation will make a difference compared to 58% in 2018 Only 4% are still unsure whether they think it will make a difference compared to 19% in 2018 38% think it will make little diff
Slide 11: Main difficulties relate to gathering data and developing a narrative
T HE MAIN DIFFICULT IES COMPANIES FACE RELAT E TO GAT HERING T HE CORRECT DATA AND DEVELOPING A NARRAT IVE W IT H EVIDENCE TO SUPPORT DIFFERENCES The top four hardest elements when reporting gender pay in 2019 2018 No. 1 hardest element of 1 2 50% of participants said that getting the right data fro
Slide 12: Main concerns have shifted from reputation risks to talent perception
MAIN CONCERNS HAVE SHIFT ED FROM REPUTAT ION RISKS DUE TO PUBLICAT ION IN LEAGUE TABLES TO CONCERNS ABOUT T HE PERCEPT ION OF EXTERNAL AND INTERNAL TALENT Concerns have decrease in 2019 compared to 2018 Key TOP 10 ITEMS OF CONCERN 2019 (from a list of 13 options) 2018 There is an overall concern 45%
Slide 13: Public and internal interest in gender pay gap results has reduced
PUBLIC AND INT ERNAL INT EREST IN GENDER PAY GAP RESULT S HAVE REDUCED SINCE LAST YEAR 95% of participants found that the publication had little to 90% of participants found that the publication created little no response outside the organisation to no interest within the organisation in terms of eq
Slide 14: How was your narrative framed this year compared to last year
53% OF ORGANISAT IONS ARE INCLUDING YEAR -ON-YEAR COMPARISONS, INCLUDING 31% INCLUDING YEAR -ON-YEAR COMPARISONS OF RESULT S H O W WA S Y O U R N A R R AT I V E F R A M E D T H I S Y E A R C O M PA R E D T O L A S T Y E A R *other includes: 31% • Did not publish a narrative in 29% 2017 21% 14% • Mor
Slide 15: The ethnicity pay gap
Reflection and The Ethnicity Making a reaction to the pay gap difference GPG Copyright © 2019 Mercer Limited. All rights reserved. 15
Slide 16: 28% have started preparing for the ethnicity pay gap
2 8 % H A V E S T A R T E D P R E P A R I N G F O R T H E E T H N I C I T Y P A Y G A P, H O W E V E R MOST ORGANISAT IONS ARE LACKING T HE DATA TO MAKE T HIS POSSIBLE 73% 42% 27% No, Yes, 73% 28% REVIEWED DATA INITIATIVE TO COMPLETED DRY- AVAIALABILITY COLLECT DATA RUN ANALYSIS 12% 3% OTHER PUBLISH
Slide 17: Only 21% of those preparing have taken actions to close the gap
OF T HE 28% PART ICIPANT S W HO HAVE START ED PREPARING FOR T HE E T H N I C I T Y P A Y G A P, O N L Y 2 1 % H A V E A L S O T A K E N P O S S I B L E A C T I O N S T O CLOSE THE GAP 5% Actions taken include: • Incorporating ethnicity into broader D&I initiatives, e.g. mentorship of organisations h
Slide 18: Making a difference
Reflection and The Ethnicity Making a reaction to the pay gap difference GPG Copyright © 2019 Mercer Limited. All rights reserved. 18
Slide 19: Organisations are promoting existing D&I policies and planning equal pay audits
ORGANISAT IONS ARE PROMOT ING EXIST ING D&I POLICIES TO ADDRESS T HE GENDER PAY GAP AND ARE PLANNING TO CONDUCT AN EQUAL PAY AUDIT 2018 ACTIONS ORGNISATIONS ARE PLANNING TO 2018 ACTIONS ORGNISATIONS ARE TAKING COMPARISON COMPARISON TAKE 1 Promote family friendly policies, part-time working etc. 1 Co
Slide 20: To make a difference, look beyond the gender pay gap
TO T RULY MAKE A DIFFERENCE, ORGANISAT IONS MUST LOOK BEYOND T HE GENDER PAY GAP Gender Required set of statistics that provides limited insight into Publicly visible pay gap root causes reporting Understand your exposure - a snapshot of Equal pay current risk Pay processes Understand the extent to
Slide 21: Mercer's internal labour market maps
MERCER’S INTERNAL LABOUR MARKET MAPS ARE A USEFUL TOOL FOR UNDERSTANDING W ORKFORCE PROFILE Copyright © 2019 Mercer Limited. All rights reserved. 21
Slide 22: A holistic approach to D&I: Insight for Change
MERCER BELIEVES T HAT TO CONVERT T HE CONVERSAT IONS INTO ACT IONS ORGANISAT IONS NEED TO TAKE A HOLIST IC APPROACH TO D&I Insight for Change Health & Wellbeing Copyright © 2019 Mercer Copyright © 2019 Mercer Limited. All rights reserved. 22
Slide 23: Questions?
QUESTIONS? Please type your questions in the Q&A section of the toolbar and we will do our best to answer as many questions as we have time for. To submit a question go to the floating panel at the bottom of your screen, click the circle which contains the three dots and select Q&A. Please make sure
Slide 24: content may not be modified, sold or otherwise provided, in whole or in part,
Mercer Limited is authorised and regulated by the Financial Conduct Authority Registered in England and Wales No. 984275 Registered Office: 1 Tower Place West, Tower Place, London EC3R 5BU This presentation contains confidential and proprietary information of Mercer and is intended for the exclusive
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