Diversity and Inclusion
Diversity and Inclusion

BLACK LIVES MATTER
Reed Exhibitions' long-standing Code Of Ethics and Inclusion & Diversity policy prohibit discrimination.  We condemn racism and are committed to diversity and social justice.  We are united in solidarity with Black communities everywhere, because Black Lives Matter.  We will continue to listen and learn to ensure we do all we can to combat systemic racism, taking actions in support of our unique contributions, and partnering with organisations dedicated to this cause.

OUR PEOPLE
Our people are our strength. Our workforce of over 33,000 people has an average length of service of 9 years.Our people team is responsible for recruiting talented individuals and helping them develop in their role. We provide innovative learning and development opportunities for our employees and work with them to create an inclusive culture that enables a high-performing and engaged workforce.

DIVERSITY & INCLUSION 
As part of RELX, Reed Exhibitions are passionate about making a positive impact on society and customers through our unique contributions as a business including access to information, advance of science and health, protection of society, promotion of the rule of law and access to justice, and fostering communities. 

We are fully committed to creating a fair and equitable work environment for our people and in all the countries and territories in which we operate we seek to comply with local employment and equality laws.

We want RELX to be a great place to work, where our employees feel valued, have equal opportunities and benefit from pay equality, regardless of their gender, gender identity, national origin, race, ethnicity, religion, sexual orientation, age or disability status.

Inclusion & diversity (D&I) are important to our future. We need the engagement of people from a wide range of backgrounds, experiences and ideas to achieve real innovation for our customers around the world.

Our D&I vision, set out above, articulates our commitment to a diverse workforce and an environment that respects individuals and their contributions. Our D&I Policy is focused on translating the vision into practical action. Among its commitments is maintaining a D&I Advisory Group composed of a senior business and HR leader from each business, supported by a broader D&I Working Group. 

•    We also have 70 Employee Resource Groups (ERGs) across the business, such as women’s forums and pride groups, to facilitate support, mentoring and community involvement

•    RELX celebrated global Diversity Awareness Month in October 2019 and held our first ERG conference with more than 100 ERG representatives from across RELX

GENDER DIVERSITY

Our workforce is 50% female and 50% male. There are 42% female and 58% male managers, and 33% female and 67% male senior operational managers. Women make up 36% of the members of the RELX Board. 
We remain committed to promoting and enabling equal opportunity, regardless of gender, at every level in our
organisation. 

To enable parity across all levels, we have undertaken several initiatives. 

Recent examples of progress include:

•    We created a new D&I Policy which recognises that inclusion is important to our future. We have also created an Inclusion Dashboard for real-time information on a range of key metrics, data that can be broken down by job function, business unit and seniority

•    RELX is once again listed in the Bloomberg Gender Equality Index as of January 2020

•    A broader roll-out of our Women In Technology mentoring programme across RELX

•    80% of managers across RELX took part in unconscious bias training

•    Reviewing people policies to ensure fair workplace practices

•    Community focus on and investment in gender equality in STEM

•    Global celebration of International Women’s Day on 8 March across RELX with a live-streamed panel discussion focusing on SDG 5 (Gender Equality)

•    Progress UN Equal Pay International Coalition commitments 

FURTHER ACHIEVEMENTS

Our I&D initiatives across the Group encompass our employees, our customers and our broader community:

•    All four RELX businesses participated in the Pride in London Parade and Elsevier Pride in New York hosted an event with LGBTQ scientists during World Pride in New York. And in celebration of the 50th anniversary of the Stonewall Riots for LGBTQ rights, we made 50 articles on LGBTQ freely available through the RELX SDG Resource Centre

•    For International Day of Persons with Disabilities, we streamed a set by disabled comedian, Francesca Martinez, who later joined a panel discussion which included: Elsevier’s CEO, Kumsal Bayazit; RBI Marketing Director Bridget Kendrick; and LexisNexis Legal & Professional UX Manager, Min Xiong

•    We marked Ada Lovelace Day with the launch of our Women in Technology webinar series, where we speak to a senior women technologist in the business to hear her career story and advice

•    In the year, 80% of managers across the global business received Unconscious Bias training.

•    LexisNexis UK participated in Leonard Cheshire’s Change100 programme, hosting four students living with disabilities for summer internships, and became a signatory to the UK’s Disability Confident scheme

•    RELX celebrated global Diversity Awareness Month in October 2019 and held our first ERG conference with more than 100 ERG representatives from across RELX

•    RELX is a signatory to the Women's Empowerment Principles, a UNGC and UN Women initiative to help companies empower women and promote gender equality

•    We invest in research to identify causes of pay differences and regularly evaluate our policies and processes to ensure they are aligned to our I&D Policy. We commit to building a robust framework for monitoring pay equity across RELX

PAY PHILOSOPHY AND PARITY

Our reward philosophy aims to support the company’s ability to attract, motivate and retain high performing employees. Our reward principles are underpinned by external equity, internal equity and pay for performance. 
We follow rigorous internal processes of one over one approvals and carry out internal audits to ensure pay parity for employees doing the same or similar work in a geography. Additionally, we have a whistle-blower process via an internal hotline to ensure that any issue can be reported without prejudice.   

OUR COMMITMENT

RELX serves customers in more than 180 countries and has offices in about 40 countries. We are committed to following all local employee legislation, regulations and laws.
We conduct regular surveys to gather employee feedback. In 2018, we conducted a global employee opinion survey, with 90% participation, to hear from employees about how we are doing to make RELX an even better place to work. Annual employee engagement pulse surveys are also conducted across most areas of our business.

HEALTH AND WELLBEING

Our employees have the right to a healthy and safe workplace, as outlined in our Global Health and Safety Policy. While we comply with all employee-related reporting requirements, we are also committed to promoting workplace well-being of our employees. In the US, where we have the largest presence of employees, the CareConnect and REACH programmes promote workplace well-being through health screenings and various health awareness programmes and incentives.

Our Fit2Win global well-being competition encourages employees to establish fitness teams to compete for cash prizes for charities of their choice. 

Dedicated health and wellbeing programmes are now available to more than 70% of our employees. We also maintain a network of more than 90 Well-being Champions.