1 AN INTRODUCTION TO CAREERS AT RELX
2 INDEX Page 3 An introduction to RELX Page 4 An Overview of our Divisions Page 7 Our Values and Key Facts Page 8 Women in Tech Page 9 Case Studies Page 11 Diversity and Inclusion Page 12 Training and Development Page 13 Rewards and Benefits Page 14 Next Steps/QR Code
3 RELX is a global provider of information-based analytics and decision tools for professional and business customers, enabling them to make better decisions, get better results and be more productive. AN INTRODUCTION TO RELX Four market segments We aim to be known as an employer of choice, with excellence in recruiting and retaining the best people. By being a company where employees can do their best work, we can achieve our objectives and meet the expectations of our customers and other stakeholders. Risk Scientific Technical & Medical Legal Exhibitions Our purpose is to benefit society by developing products that help researchers advance scientific knowledge; doctors and nurses improve the lives of patients; lawyers promote the rule of law and achieve justice and fair results for their clients; businesses and governments prevent fraud; consumers access financial services and get fair prices on insurance; and customers learn about markets and complete transactions. Our purpose guides our actions beyond the products that we develop. It defines us as a company. Every day across RELX our employees are inspired to undertake initiatives that make unique contributions to society and the communities in which we operate. • We serve customers in 180+ countries • We have offices in about 40 countries • We have over 33,000 employees, over 40% of whom are in North America • We have a workforce split 50% female/50% male • We employ around 10,000 technologists •Wehaveamarket capitalisationof $49.6bn/£42.9bn
4 We develop information-based analytics and decision tools for professional and business customers in the Risk, Scientific, Technical & Medical, Legal and Exhibitions sectors. RISK LexisNexis® Risk Solutions Provides customers with information-based analytics and decision tools that combine public and industry-specific content with advanced technology and algorithms to assist them in evaluating and predicting risk and enhancing operational efficiency. LexisNexis® Risk Solutions, headquartered in Alpharetta, Georgia, has principal operations in California, Florida, Illinois, New York and Ohio in North America as well as London and Paris in Europe, Sāo Paulo in Latin America and Beijing and Singapore in Asia Pacific. It has about 10,000 employees and serves customers in more than 180 countries. SCIENTIFIC, TECHNICAL & MEDICAL Elsevier Provides information and analytics that help institutions and professionals advance science and improve health outcomes by combining quality information and data sets with analytical tools to facilitate insights and critical decision-making. Elsevier is headquartered in Amsterdam, with further principal sites in Boston, New York, Philadelphia, St. Louis and Berkeley in North America; London, Oxford, Frankfurt, Munich, Madrid and Paris in Europe; Beijing, Chennai, Delhi, Singapore and Tokyo in Asia Pacific, and Rio de Janeiro in South America. It has 8,700 employees and serves customers in over 180 countries. OUR FOUR MARKET SEGMENTS
5 LEGAL LexisNexis® Provides legal, regulatory and business information and analytics that help customers increase their productivity, improve decision-making and achieve better outcomes. LexisNexis® Legal is headquartered in New York and has further principal operations in Ohio, North Carolina and Toronto in North America, London and Paris in Europe, and cities in several other countries in Africa and Asia Pacific. It has 10,500 employees worldwide and serves customers in more than 150 countries. EXHIBITIONS RX Combines industry expertise with data and digital tools to help customers connect digitally and faceto-face, learn about markets, source products and complete transactions. RX has its headquarters in London and has further large offices in Paris, Vienna, Düsseldorf, Norwalk (Connecticut), Mexico City, São Paulo, Beijing, Shanghai, Tokyo, Singapore and Sydney. RX has 3,500 employees worldwide and its portfolio of events serves 43 industry sectors.
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7 OUR VALUES AND KEY FACTS RELX promises you the opportunity to work collaboratively and to explore the art of the possible. To use innovation and technology to deliver meaningful results. To build a career that will challenge and encourage you to achieve higher goals. c.8,700 employees Half year revenues of £1.3bn Over 40% of employees are in North America Customers in more than 180 countries Over 33,000 employees Full year revenues of £7.2bn in 2021 Half year revenues of £4.0bn in 2022 Innovation We welcome and push change; we challenge the status quo. Five values which define the way we work as a company Passion for winning We are determined to outperform and beat the competition. Customer focus Everything we do is driven by our customers’ needs. Valuing our people We put the highest priority on recruiting, developing and retaining outstanding people. Boundarylessness We welcome the global nature of our business and encourage people to work collaboratively. Why RELX? We are an innovative global company We do work that matters to society Our people are our strength We are a place where you can grow your career The company, previously known as Reed Elsevier, was founded in 1992 and renamed as RELX in 2015. We have Four Market Segments Scientific, Technical & Medical c.3,500 employees Half year revenues of £394m Exhibitions c.10,500 employees Half year revenues of £842m Legal c.10,000 employees Half year revenues of £1.4bn Risk For more information, visit the Fast Facts section on our website.
8 Across RELX we have around 10,000 technologists, a quarter of whom are women. While we still have more work to do, RELX as an organisation and the people within it work hard every day to create a workplace that is always equitable, diverse and inclusive. • O ur Women in Technology internal mentoring programme operates across our four business areas and senior women in tech continue to serve as mentors to help high potential women technologists advance. • We are proud to be a signatory of the Women’s Empowerment Principles, a United Nations Global Compact and UN Women initiative to help companies empower women and promote gender equality. • We comply with employee-related reporting requirements and, in 2021, our business areas published UK gender pay gap reports as required by UK legislation. • We are included in the Bloomberg Gender Equality Index. • We are a signatory to the Tech Talent Charter, a non-profit organisation working to address inequality in the UK tech sector, we contributed data in support of a report on equality in the UK technology workforce. WOMEN IN TECHNOLOGY Every day across RELX our people are inspired to develop new ideas that make unique contributions to society and the communities in which we operate.
9 Nova Rose Senior Director of Program Management: Risk; US CASE STUDIES My team’s mission is to lead change and enable excellent global product delivery by collaborating flexibly and transparently with our partners across the organisation. My team handles technology project management along with incident and change management. I have been with RELX 10 years. I was born and raised in Jamaica. When I applied to college and was asked to choose a major, I decided on Information Technology. It wasn’t that I had any particular passion for it. It’s just I couldn’t decide. Through my career I have had the opportunity to try different paths in technology and in 2001, I moved to the United States. I found that project management resonated with me and was the best fit for my abilities - it was my sweet spot. My career has grown tremendously over the last decade with RELX. Gender diversity is important to our long-term success not only in our everyday interactions outside of work but also from a professional perspective. Different backgrounds and experiences lead to a rich and fulfilling work environment. It is important to have women leaders so there are role models and mentors for inspiring women new to the industry. We have a way to go, but RELX has the right programmes in place to make this happen. We are getting into high school and college career fairs while funding technology programmes in schools. And today, we are starting even earlier in elementary schools to encourage girls in STEM. Technology is broad and varied with many different interesting paths to pursue. You can never get bored in technology and it is easy to pivot if the fit isn’t right. There is always something new to learn so it is perfect for people with a thirst for knowledge. Because the industry is now recognising the need for more women, this is the time to get in. There are more female mentors and leaders in tech and more male leaders who recognise the need for female talent than ever before. That means there are more chances for women to have a successful future in technology. It is impressive that we put as much effort into gender as we do with other areas of diversity, and this makes it clear that everyone has a place in the organisation.
10 Emili Budell-Rhodes Lead Evangelist: Legal; UK Click here to watch a short video about Emili’s experiences. I started my new role in tech with Legal on International Women’s Day last year, so there’s some serendipity about being asked to take part in this article one year on. I joined RELX in 2014 working within the corporate responsibility team building our global community programme. I had never worked in technology but was always interested in how it shapes people’s lives. So, when I had a chance to do an internal secondment where I got to follow my passion and add value to the business at the same time, I jumped at it. Despite the unknowns. I was invited to do a secondment creating our RELX-wide Responsible AI Principles and a riskbased governance framework underpinning them. The secondment wasn’t just a formative, amazing experience, it was the result of being supported by colleagues across the RELX family, allowing me to explore and follow through with an idea that I was convinced would make a difference for the company. Today I report to the Chief Engineer and evangelise LexisNexis’ engineering culture change where technology drives the rule of law around the world. Gender diversity doesn’t just introduce diversity of thought. It introduces different lived experiences. That means broader perspectives, fewer assumptions and more empathy for customer needs and what the technology will do once it has been released into the real world. At RELX, our solutions often form part of the fundamental fabric of society in many countries around the world, so gender diversity matters. I think the prospects for women in tech are great too. My guess is that there’ll be ever more diversification and new types of jobs we haven’t even conceived of yet, as solutions and applications get more sophisticated. I have always felt incredibly supported as a woman in technology at RELX. The Women in Technology Mentoring Programme has been a great help in finding my way in a new field and in building my confidence.
11 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 want RELX 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. 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. Our Code of Ethics and Business Conduct makes it clear that we prohibit discrimination and that we recruit, hire, develop, promote and provide other conditions of employment without regard to race, colour, religion, national origin, gender, sexual orientation, marital status, age, disability or any other category protected by law. This includes accommodating employees’ disabilities or religious beliefs or practices. Our inclusion strategy focuses on translating that policy into practical action. Among its commitments is maintaining an Inclusion Council, composed of leaders from each area of our business, supported by a broader Inclusion Working Group with more than 300 participants. RELX now has over 100 Employee Resource Groups (ERGs), focused on a range of priorities, including gender, race and ethnicity, age, LGBTQ+ and disability. ERGs allow colleagues to collaborate, advocate and engage communities, furthering the RELX Inclusion and Diversity Policy. In recognition of the important roles ERGs play in advancing a culture of inclusion, all employees have two days paid time-off per year to use for ERG-sponsored activities. DIVERSITY AND INCLUSION
12 To promote working across geographic and functional boundaries, employees have access to our global job board and can view and apply for available openings around the world. Candidates can complete an online employment profile to specify their preferred work criteria, so they can receive notifications about future openings that match their interests. We undertake an annual organisational talent review, reviewed by the CEO and senior leaders, to identify employee advancement opportunities across RELX. Enabling Performance is our approach to personal development which reviews skills and achievements and identifies opportunities for recognition and advancement. Enabling Performance favours more regular and impactful performance, development and career conversations for all employees. In 2021, we invested around $11m in training (including courses, seminars, one-to-one instruction and tuition reimbursement) to develop the capabilities and future potential of our people. For the year, we calculated a total of approximately 400,000 training hours across RELX, including hours spent on our online learning platforms. We invest in leading digital learning for all employees to support their personal and professional development via mobile and other devices. TRAINING AND DEVELOPMENT
13 Work-life balance • Flexible working • Employee purchase programme • Maternity, paternity, adoption and family leave • Employee assistance programme • Two days per year for volunteering Financial benefits • P ension scheme (UK) and 401-K (US) • Life assurance • Childcare vouchers • Season ticket/bike loan schemes • Save as you earn scheme • Give as you earn scheme • Home and pet insurance • Matching gift programme Health and wellbeing • Health cover • Health assessment • Eye care Personal development • Mentoring programmes • Employee resource groups • Career development programmes • Learning opportunities REWARDS & BENEFITS* *Rewards and benefits vary by country and business/ market segment.
14 For more information on Women and Technology @ RELX and to explore our open positions, please scan the QR code or visit https://stories.relx.com/women-tech-connection/index.html For our corporate site, please visit https://www.relx.com/ NEXT STEPS
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