Diversity and Inclusion

LexisNexis Legal & Professional is part of the RELX Group, along with LexisNexis Risk Solutions, Elsevier and Reed Exhibitions. LexisNexis Legal & Professional support the RELX Group Diversity & Inclusion approach below.

Our People

Our people are our strength. Our workforce of about 30,000 people has an average length of service of nine 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

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

Diversity and Inclusion 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 Diversity & Inclusion (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 Strategy 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 unit, supported by a broader D&I Working Group. 

We also have more than 35 Employee Resource Groups across the Group, such as women’s forums and LGBT groups, to facilitate support, mentoring and community involvement.

Gender diversity

Our workforce is 51% female and 49% male. There are 43% female and 57% male managers, and 29% female and 71% male senior operational managers. Women make up 36% of the members of the RELX Boards. 

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:

  • In 2017, we expanded our women in technology mentoring programme for mid-career women in technology across our four business areas 
  • Based on the success of our women in technology mentoring we launched a mentoring programme for women in senior roles across RELX Group, which Nick Luff, RELX Group’s CFO; Kumsal Bayazit, Reed Exhibitions' Europe President and Gunjan Aggarwal, Chief Human Resources Officer at RELX Group, co-sponsor
  • In 2018, we are expanding our unconscious bias training in many countries and examining our people practices with the aim of removing any hidden bias in processes like recruitment, training and development, promotions and pay practices

Further achievements

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

  • Elsevier has attained the first level of the EDGE gender equality certification, which involved employee surveys across eight countries, an external review of policies and procedures. An EDGE focus area is flexible working and in 2017, Elsevier mapped its flexible working policies across the business as the first step in creating work practices that allow for flexibility for our employees
  • In 2017, Elsevier released Gender in the Global Research Landscape, providing insight and guidance on gender research and policy for governments, funders and institutions worldwide
  • Elsevier Philadelphia holds regular meetings with the City of Philadelphia LGBTQ Chamber of Commerce and ITEM, a group that supports minority students through mentorship, speakers and meetups
  • At the end of last year Reed Exhibitions announced Proud Experiences, its first exhibition focused on LGBT travel and tourism internationally
  • LexisNexis Legal & Professional’s Diversity & Inclusion Council has prioritised D&I in recruitment by training more than 80 of its leaders on best practices globally
  • Colleagues mark US Black History Month with activities arranged by the chapters of the RELX Group African Ancestry Network
  • The Risk and Business Analytics Disability Forum recently celebrated International Day of Persons with Disabilities to raise awareness of issues that affect people with disabilities
  • RELX Group is a signatory to the Women's Empowerment Principles, a UNGC and UN Women initiative to help companies empower women and promote gender equality

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 Group 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 2017, we conducted pulse surveys across the business to hear from employees about how we are doing to make RELX Group a great place to work.

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 annual Fit2Win global well-being competition encourages employees to establish fitness teams to compete for cash prizes for charities of their choice. In 2017, 106 teams took part and ran, walked, cycled and swam a total of 93,457 miles (150,405 km).

Dedicated health and well-being programmes are now available to more than 19,000 employees around the world, equating to over 60 percent of our employees.