As stated in our Code of Conduct and Business Ethics, “We prohibit discrimination. We recruit, hire, develop, promote, discipline, 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.” Consistent with this policy, Reed Elsevier prohibits discrimination or harassment of any kind. Read the Reed Elsevier UK anti-harassment policy.
We are committed to building a workforce that reflects the diversity of our customers and communities. The Reed Elsevier Diversity and Inclusion (D&I) Statement articulates our commitment to a diverse workforce and environment that respects individuals and their contributions, regardless of their gender, race, or other characteristics. In 2011, we took steps to implement a D&I Strategy we developed in 2010 which incorporates the D&I Statement. The D&I Strategy states, “diversity and inclusion are not just aspirational social concepts. Rather, they are a cornerstone of a successful global business.” The D&I Strategy highlights the value proposition for diversity on ethical, regulatory, economic, and reputational grounds. Among its commitments is understanding the state of D&I across Reed Elsevier and ensuring plans to address areas for improvement.
In 2011, we formed a D&I Advisory Group comprising one leader from each business unit, supported by senior HR colleagues; a key output was a communication from the D&I Advisory Group to all senior managers highlighting the elements of the Strategy and the need for their support. The Advisory Group, supported by a broader network of champions, the D&I Working Group, reviewed options for a US manager D&I training pilot and an online training option for all employees. They also analysed recruitment policies across the group to ensure they support D&I. Both groups met through the year to share best practice and learn from others, including the head of the US National Diversity Council and consultants from Kaizen Training, who spoke on unconscious bias. During the year, we became a founding member of ID (Inclusion and Diversity) 100, a network for sharing D&I knowledge among FTSE 100 peers.
We promote Employee Resource Groups which allow diversity to be expressed in meaningful ways. They are independent, voluntary networks of employees who share common interests. The groups help drive diversity initiatives and promote career development through mentoring, workshops, leadership speakers, and external networking. LexisNexis Risk Solutions, for example, has five employee resource groups, among them, the Veterans Group, Multicultural Group, and Pride Group. The Elsevier Women’s Network, which began at the close of 2008 with five women, grew to nearly 722 members and 12 active chapters in 2011. LexisNexis Legal & Professional established its Women Connected ERG in 2007 and has been expanding since. UK Women Connected, which began at the close of 2010 with a small Steering Committee, grew to over 125 members in 2011. The group held lunch and learn events, and a suit drive for women’s charity Dress for Success – aired on the BBC; they have committed to sending two employees per month to volunteer with Dress for Success in 2012.
Internal mobility is at its highest levels within Reed Exhibitions, while the company is also enjoying record levels of personal referrals and e-recruitment. Over the past two years, Reed Exhibitions has transformed the way they recruit new staff and fill vacancies. Their career pages on the Reed Exhibitions corporate site communicate strong employer branding, while job profiles and photos give a good sense of what it is like to work for the company. Candidates can also see all vacancies within Reed Exhibitions and Reed Elsevier worldwide.
In addition, HR teams at Reed Exhibitions use social media and other means to advertise open roles.
In 2011 the number of vacancies filled internally exceeded 20% in several business units and as high as 40% in the US. All job opportunities are automatically posted on internal intranets as well as the corporate site.
We are proud of our employees who promote diversity. During 2011, LexisNexis Legal & Professional’s Global Chief Legal Officer, Kenneth R. Thompson, II, and VP and Lead Customer Service Counsel, Kermit F. Lowery, joined the Leadership Council on Legal Diversity (LCLD), comprised of chief legal officers and law firm partners dedicated to improving diversity in the legal profession. Acting in concert with LCLD, LexisNexis Legal & Professional formed an alliance with the University of Dayton School of Law to mentor law students from diverse backgrounds. LexisNexis Legal & Professional mentors will work with students in their first year of law school through to graduation. In exchange, each student agrees to serve as an LCLD mentor after graduation. In addition, the LexisNexis Legal & Professional Global Legal Department is working with LCLD committees and subcommittees to address improving diversity in the field.
RBI’s XpertHR provides a D&I benchmarking tool for its customers, among other relevant information, and the business unit’s totaljobs.com, the UK’s leading recruitment website, offers D&I tips and resources for recruiters, stating their “aim should be to have a workforce that is representative of all sections of society."