How Mercer Helped Moët Hennessy Drive Pay Equity and Build a More Inclusive Workforce
Mercer: Redefining the Future of Work Through Pay Equity
Mercer is a global leader in talent management, committed to building brighter futures through transformative strategies in the areas of work, retirement, and well-being. With a presence in over 130 countries, Mercer partners with organizations to address complex workforce challenges, including pay equity. Leveraging cutting-edge tools like the TRS Pay Gap Detector, Mercer empowers organizations to identify pay disparities, ensure compliance with evolving regulations, and drive meaningful change through data-backed insights.
Mercer is a winner in the 2024 HR Tech Awards program. The following case study was a major contributor to Mercer’s entry and subsequent win. For more information, please visit HRTechAwards.org.
Moët Hennessy: Leading the Way in Pay Equity
The Challenge: Aligning with Global Pay Transparency Regulations
Moët Hennessy (MH), a world-renowned luxury wines and spirits company, faced increasing pressure to address pay equity amid evolving regulations such as the EU Pay Transparency Directive. With its global footprint, MH sought to define a cohesive pay equity policy, gain insights into pay gaps across multiple regions, and develop a roadmap for implementation.
The Solution: Mercer’s TRS Pay Gap Detector
MH partnered with Mercer to streamline its pay equity journey, leveraging the TRS Pay Gap Detector to quickly identify pay discrepancies and generate actionable insights. The project included:
- Comprehensive Data Analysis: A focus on three key markets—France, the UK, and China—provided a detailed global perspective.
- Workshops and Education: Mercer conducted HR compensation and benefits workshops to align internal stakeholders on pay equity methodologies and global trends.
- Global Pay Equity Policy: MH finalized its pay equity policy to ensure alignment across its global workforce.
- Internal and External Communication Strategies: Mercer supported the development of communication toolkits and awareness campaigns.
The Results: Meaningful Impact Across the Organization
With Mercer’s guidance, MH achieved transformative results:
- Enhanced Pay Equity Understanding: Stakeholders gained clarity on pay equity regression methodology and geographic and job-family-specific disparities.
- Policy Development: MH finalized its global pay equity policy, cementing its commitment to fair compensation.
- Actionable Insights: Identified outliers and developed remediation plans as part of the annual pay-review process.
- Employee Engagement: Launched an internal communications campaign to educate employees and managers about the importance of pay equity.
- Industry Leadership: MH showcased its commitment to pay equity during a panel discussion on International Women’s Day.
Looking Ahead: A Commitment to Equity
In 2024, MH plans to revisit its pay equity results using the TRS Pay Gap Detector, global pay equity studies, and employee pulse surveys. This iterative approach ensures continued progress and alignment with broader pay transparency goals.
MH’s journey highlights the importance of addressing pay equity as a strategic priority, demonstrating how thoughtful policies and data-driven insights can foster a more inclusive and equitable workplace.
Conclusion: A Model for Pay Equity Success
By partnering with Mercer, MH has set a new standard for addressing pay equity and promoting transparency. For organizations navigating similar challenges, this case study underscores the transformative impact of leveraging tools like the TRS Pay Gap Detector to foster fairness and inclusivity.
For more information on how Mercer can help your organization drive pay equity, visit www.mercer.com.
Ben Eubanks is the Chief Research Officer at Lighthouse Research & Advisory. He is an author, speaker, and researcher with a passion for telling stories and making complex topics easy to understand.
His latest book Talent Scarcity answers the question every business leader has asked in recent years: “Where are all the people, and how do we get them back to work?” It shares practical and strategic recruiting and retention ideas and case studies for every employer.
His first book, Artificial Intelligence for HR, is the world’s most-cited resource on AI applications for hiring, development, and employee experience.
Ben has more than 10 years of experience both as an HR/recruiting executive as well as a researcher on workplace topics. His work is practical, relevant, and valued by practitioners from F100 firms to SMB organizations across the globe.
He has spoken to tens of thousands of HR professionals across the globe and enjoys sharing about technology, talent practices, and more. His speaking credits include the SHRM Annual Conference, Seminarium International, PeopleMatters Dubai and India, and over 100 other notable events.