We foster career growth through tools and resources that help guide team members at all stages in the employment lifecycle. Training and education resources offer skill-building benefits to team members seeking career development.
Professional and Career Development
We are life-long learners. This is integral to our culture and values. We subscribe to over 3,500 online courses and 140,000 videos with topics including six sigma, mini-tab, JIRA, project management, business writing, managing teams, Excel, Confluence, and many others. Our online courses are easily accessible and typically 60 minutes or less, segmented by topic, and available via LinkedIn Learning.
We offer several management and leadership development programs across our team member development framework, including our three marquee branded programs: Managing at Mercury, M3 (Mercury Managers Matter) and Leadership Edge. These programs vary in duration and focus and are designed for team members at varying levels within their career. We also engage in ongoing formal leadership assessment and succession planning for our senior leaders including the establishment of on-boarding plans and ongoing development plans.
We conduct regular pulse engagement surveys and anonymous team member engagement surveys across our business to listen, learn and empower our teams to continuously improve. We are committed to operationalizing our learnings, including factoring survey insights into retention and promotion decisions for team leaders.
Employee Demographics and Statistics
The gender diversity of our U.S. employees is provided below for the three most recently completed calendar years.
During calendar year 2017 we added two women directors to our public company Board of Directors, who also serve as independent directors. We have a focused strategy to attract women engineers and women in leadership roles in the coming year. The recent decline in the percentage of women employees is primarily the result of recent acquisitions.
Race/ Ethnicity Diversity
The racial/ ethnic diversity of our U.S. employees is provided below for the three most recently completed calendar years.
Voluntary and Involuntary Termination Data
Our voluntary and involuntary termination data for the three most recent calendar years is reported below.
The recent increase in voluntary attrition is largely attributable to the tight labor market conditions and increasing competition for talent in the markets in which we participate. Our attrition rates are consistent with the defense and technology sectors. We conduct and review exit survey data to better understand and reduce voluntary attrition.
In 2018, we engaged an internationally known human resources consulting firm to conduct a detailed assessment to determine whether gender has a significant impact on pay levels across the organization for our U.S. employees. A regression analysis was conducted to understand pay equity risk exposure and potential drivers of the pay equity risk. The following variables were included in the analysis: gender; ethnicity; grade; FLSA status; full-time/ part-time; technical/ non-technical; bonus plan; received commissions; job family; employee location; geographic differential; age; tenure; fiscal 2017 performance rating; supervisor/ non-supervisor; employee status; rehired; highest level of education; and acquisitions. That analysis found that women – all else equal – are paid approximately 4% less than men. While this pay gap is not unusual in the technology industry, we have been proactively working to address it.
Since that 2018 assessment we have initiated a process to provide pay adjustments for women, with adjustments based on the statistically derived recommendations from our outside HR consultant. We have also further scrutinized and documented our job architecture and how we group jobs into categories and levels as part of this process. Based on these adjustments, we believe we have lowered the pay gap by approximately half to approximately 2%.
OSHA Injury Data
We are committed to providing a safe and healthy work environment that protects our people, customers, vendors and the public from injury. Team members at every level are responsible and accountable for our safe operations and safety program. Complete and active participation by everyone, every day, in every job is necessary to ensure our safety.
We have adopted internal health and safety policies. It’s the responsibility of management to adhere to these standards in the design and implementation of our policies, procedures, work instructions and daily practices. It is the responsibility of every team member to protect his or her own health and safety by working in compliance with the law and by following company policy.
Many national and local laws protect employees from unsafe working conditions. These laws differ among different jurisdictions and subject matter. We expect our team members and vendors to respect and comply with these legal protections.
Our OHSA injury rate data for our sites in the U.S. is reported below for the three most recent calendar years.
Respect for Human Rights
We value and respect individual and cultural differences and are committed to providing an inclusive environment that is free from all forms of inappropriate behavior, including unlawful harassment and discrimination.
At Mercury, we are committed to ensuring that our team members, the people who work for our contractors, customers and suppliers, and individuals in the communities affected by our activities are treated with dignity and respect.
We respect human rights. We are committed to identifying, preventing and mitigating adverse human rights impacts arising from our business activities before or if they occur through due diligence and mitigation processes. We are committed to engaging with stakeholders in the communities where we operate to ensure that we are listening to, learning from and taking into account their views as we conduct our business.
We value the diversity of the people with whom we work and the contributions they make. We are committed to equal opportunity, intolerance of discrimination and harassment and maintaining workplaces that are free from discrimination or harassment on the basis of race, color, sex (including pregnancy, childbirth and related medical conditions), national origin, ancestry, age, religion, physical or mental disability, medical condition, gender, sexual orientation, gender identity and gender expression, genetic information, military or veteran status, marital status, request for family care leave, pregnancy disability leave, leave for an employee’s own serious health condition or any other characteristic protected by applicable law. We do not tolerate disrespectful or inappropriate behavior, unfair treatment or retaliation of any kind. Harassment is unacceptable in the workplace and in any work-related circumstance outside the workplace. These principles apply not only to our team members but also to the business partners with whom we work.
Safe and Healthy Workplace
We provide a safe and healthy workplace that complies with applicable safety and health laws, regulations and internal requirements. We are dedicated to maintaining a productive workplace by minimizing the risk of accidents, injury and exposure to health risks. We are committed to engaging with our team members to continually improve health and safety in our workplaces, including the identification of hazards and remediation of health and safety issues.
We are committed to maintaining a workplace that is free from violence, harassment, intimidation and other unsafe or disruptive conditions due to internal and external threats.
Forced Labor and Human Trafficking
We prohibit the use of all forms of forced labor, including prison labor, indentured labor, bonded labor, military labor, slave labor and any form of human trafficking. Our statement published pursuant to the California Transparency in Supply Chains Act.
We prohibit the hiring of individuals that are under 18 years of age for positions in which hazardous work is required.
Work Hours, Wages and Benefits
We compensate team members competitively relative to the industry and local labor market. We strive to operate in full compliance with applicable wage, work hours, overtime and benefits.
We offer a robust health care package and a full roster of team member benefits to maintain a culture of health.
Work Life Integration
We offer flexible schedules and a supportive work environment. We understand employees have priorities beyond the workplace.
- Full time employees accrue a generous vacation package starting with 15 days per year.
- On average employees receive 11 paid holidays per calendar year.
Education and Training
We invest in our team members’ future. We encourage employees to take advantage of higher education and professional development opportunities.
- We reimburse employees 100% for tuition and lab fees for up to the IRS non taxable limit.
- Through our online learning system, employees can take advantage of on-the-job training in a variety of disciplines. We encourage our team members to seek professional development training through industry organizations that develop skills or knowledge and contribute to employees' ability to perform his or her job. We also hold in-house Learn at Lunch seminars that focus on topics such as product updates and personal investing.
We are committed to providing our team members with a comprehensive set of healthcare benefits.
- Health Insurance. We offer a national Preferred Provider Plan (PPO) and a High Deductible Health plan (HDHP) with a companion Health Savings Account (HSA) option.
- Dental Insurance. We offer a comprehensive Dental Insurance Plan that pays 100% for preventive benefits with no deductible, including cleanings, X-rays and diagnostics every six months.
- Vision Coverage. We offer vision coverage including access to care from eye doctors and quality, affordable eyewear.
- Health Care Reimbursement Accounts. A health reimbursement arrangement (HRA), sometimes called a health reimbursement account, is an IRS-approved, employer-funded, health benefit used to reimburse employees for out-of-pocket medical expenses and personal health insurance premiums.
- Dependent Care Reimbursement. Pre-tax wages can be set aside to cover dependent care expenses. Eligible expenses include payments to a child care center, elder care, after-school care, or babysitting services in your home or someone else’s by a licensed provider.
Retirement and Investing
We are committed to providing team members with comprehensive opportunities to invest in the future.
- 401(k) Plan. Employees may contribute a percent of eligible earnings on a pre-tax, Roth, or after-tax basis, which includes a company match.
- Employee Stock Purchase Plan. Employees who work 20 or more hours each week are eligible to participate in our stock purchase plan and may contribute a percentage of their gross wages (after taxes) into the plan. Enrollment is open each January and July.
We understand it is important to feel secure especially when life events take you away from the office. As such we offer the following benefits:
- Short Term Disability
- Long Term Disability
- Worker's Compensation
- Maternity Leave
- Parental Leave
- Adoption Leave
- Jury Duty
- Military Leave
- Personal Leave
- Bereavement Leave
- Family Medical Leave Act (FMLA)
- State specific Small Necessities Leave Acts