STANDING UP AGAINST RACISM AND DISCRIMINATION ACROSS RELX

RELX’s 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 organizations dedicated to this cause.

COURAGEOUS CONVERSATIONS

CREATING SAFE SPACES FOR OUR PEOPLE TO SPEAK OPENLY ABOUT CRITICAL CURRENT ISSUES

Across RELX, one of the ways we foster diversity and inclusion is through Employee Resource Groups (ERGs). They are an important way for colleagues to unite around a common theme and express diversity in a meaningful way. The African Ancestry Network’s (AAN) mission is to create and foster an environment for employees to be included, challenged and supported in developing and maximizing their potential and value to RELX. Throughout the year our AAN chapters host events where members of any race can network, learn and engage in community outreach.

Early in the pandemic the Washington DC AAN chapter launched a weekly virtual happy hour series to allow for members to interact and support one another from home. “We started the AAN Happy Hours initially as a fun and relaxed way of reconnecting when COVID-19 forced our offices to close. But the horrific homicides of Ahmaud Arbery, Breonna Taylor, George Floyd led to a critical change in focus.” said Femi Richards, VP, Compliance Assessment & Programs at RELX. “Leveraging the AAN’s impressive network of thought-leaders, these gatherings quickly became a critical and impactful means of challenging racism and social injustice and reinforcing the value of Black lives.”

Each month a compelling line-up of guests is invited to facilitate discussions about race and provide unique perspectives. Speakers and topics have ranged from a state Supreme Court justice discussing Black Lives Matter from a judicial standpoint to an infectious disease specialist uncovering the radicalized impact of the coronavirus on the Black community to members of a local police department talking about how policing has changed in the aftermath of the George Floyd tragedy. “Our Monday Happy Hours are a time for AAN members and guests to hear and learn from a cross-section of individuals on topics that impact the Black community while engaging in a meaningful dialogue,” said Imani Panton, Federal Proposal Manager at LexisNexis Risk Solutions and Vice President of the DC AAN Chapter. “I appreciate hearing a variety of views on how we can positively effect change to improve racial relations and make progress towards greater understanding of each other.”

Some of our own employees have lead engaging discussions on topics such as knowing your rights and the importance of allyship. “I’m so glad to have become part of AAN, because now more than ever it’s so important that we cultivate a wide range of connections with whom we can celebrate both our similarities and our differences in a respectful manner,” said Ulysses Lateiner, Production Systems Manager, Cell Press, Elsevier. “The virtual Happy Hours have allowed me to learn in a fun, casual setting about matters of importance to my Black colleagues that I already had a vague abstract awareness of, but hearing people’s personal stories drives these things home far more powerfully than media coverage ever could.”

The AAN established a book club series to create a safe and open dialogue for employees around inclusion and culture. Based on the “What If?” book by Dr. Steve Robbins, the series use stories to promote self-reflection and challenge participants to proactively make differences in environments they can influence.

Joy Stephens, Corporate Culture Consultant from New Heights Academic & Leadership Consulting, has been brought on board to lead conversations and workshops to help break down barriers that may exist between employees of different races and cultures. “I’ve been impressed with how consistent RELX has been with wanting to improve their workplace culture,” said Stephens. “The Courageous Conversations I hosted over the summer — and continue to host — have given so many people a chance to reveal their truth, unburden their souls and enlighten their coworkers. And even though the conversations have been uncomfortable, RELX has taken the further step to offer open forums in specific divisions, hold panel discussions and engage in complex and unapologetic training classes on what it takes to truly be an ally in today’s world.”

Be sure to listen to this powerful episode of RELX’s Unique Contributions podcast where we speak with one of the most influential Black executives in corporate America, Femi Richards, about race, racism and social justice. Femi has a courageous conversation about his personal and family experience of racism and what it means to be Black in America today. As the co-founder and ex-president of the Washington DC Chapter of the African Ancestry Network at RELX, he shares his thoughts on the efforts that are required to reaffirm the inherent values of Black lives.

LEADING THE WAY

RAISING UP LEADERS WHO WILL ADVOCATE FOR THE BLACK VOICE ACROSS RELX

We want to ensure a culture and practice of inclusion and diversity at RELX. We believe that diverse teams are essential for innovation, reducing groupthink and enhancing critical thinking and decision-making. We must, therefore, hold ourselves accountable to cultivate an inclusive and diverse workforce by ensuring equality and opportunity for career progression in the workplace. And we must ensure there are ample opportunities for Black professionals to succeed at all levels across RELX, especially in leadership positions.

Positions have been created and designated across our business dedicated to developing and implementing a strategic inclusion and diversity agenda as well as surfacing and supporting new ideas to combat systemic racism. We spoke to some of our long-standing diversity and inclusion (D&I) leaders and newly-appointed executive sponsors for race about their visions for a more racially equal organization.

How do you see your role as influencing/improving racial justice and equity awareness across your business?

“Firstly, it’s important to recognize that D&I is not a one person job but everyone’s collective responsibility, when workplaces are fully inclusive we all benefit hugely from improved decision making, team collaboration, innovation, employee engagement and sense of organizational belonging. My role is very much to work in partnership with our CEO and leaders, to enable our business to create the right approach to improve our culture from an inclusion perspective and also focus on areas where we need to improve our representation. For this year, our Diversity and Inclusion strategy is prioritizing inclusive leadership training, race allyship training, talent development programs to support our future succession from a race and ethnicity perspective, hosting courageous conversations around race and ethnicity, which seek to educate us all through sharing experiences and lastly reviewing our early careers talent approach to ensure we are providing opportunities for under-represented groups.”

– Jo Portlock, Diversity & Inclusion Director for LexisNexis Risk Solutions

Across RELX, how are we adjusting talent and employer brand strategies to address racial justice and create and sustain an inclusive workplace?

“How a company responds to the racial justice protests can determine their attractiveness to talent. The world is in a state of flux and what people want in an employer is changing. Employer Branding isn’t just messaging. The talent decisions made in response to the racial justice protests are defining employer and diversity brands.

People are listening, watching, and judging companies on their values and actions now more than ever. If you’re not engaging your employees around racial justice and its impact in the working world, you’re not only tone-deaf, you’re simply missing out on top talent. I’m proud that across RELX we not only pledged our support for racial justice, but we are taking tangible actions to stem systemic racism…including signing the Business in the Community Race at Work Charter, expanding our diverse recruitment methods for race and ethnicity, leveraging and enabling our Employee Resource Group (ERG) leaders, bolstering talent acquisition/talent development and learning strategies to improve representation across management levels and much more. We are taking action!”

– Lisa Smith-Strother, Vice President and Global Head of Employer and Diversity Brand at RELX

How is racial justice supported and inclusion and diversity embedded throughout your business area?

“Inclusion and diversity is at the heart of the way we work, think, and run our business. To harness the vast capability and talent we have within Elsevier, it is critical that we have an environment where everyone can be authentically themselves. The ‘why’ behind our I&D goals are simple: to bring together diverse minds from across the world to help Elsevier become an active agent of change and work collaboratively to create a more inclusive and empowered workforce. By striving for inclusiveness and balance, we are helping to promote creativity and innovation in how we serve our customers and provide a more well-rounded approach to advancing science and improving health outcomes for the benefit of society.

I continue to be incredibly enthusiastic about my role in delivering tangible improvements to the experience of our people and, in doing so, better equipping our organization to meet the needs of a changing world.”

– Amanda Kunevich, Senior Vice President and Global Head of Talent, Interim Global Head of Inclusion and Diversity at Elsevier

How do you feel Corporate Responsibility has adapted to respond to the widespread racial justice protests?

“Since the first RELX Code of Ethics and Business Conduct we have made it clear that any form of discrimination is not tolerated at our company. We also have an Inclusion and Diversity Policy which commits us to a diverse workforce and an environment that respects all individuals and their contributions. The recent protests against racial injustice provide an important moment for us to reflect on what we have achieved — such as supporting our ERGs that celebrate African ancestry and BAME (Black, Asian, Minority Ethnicities) culture and identity — and where we still want to go, including adding to the racial and ethnic diversity of our managers. Inclusion is a corporate responsibility issue of importance to us and all our stakeholders, from our employees and customers to our investors and communities.”

– Dr Márcia Balisciano, Chief Sustainability Officer, Global Head of ESG and Corporate Responsibility at RELX

Diversity at the top of organizations is continually cited as a challenge. Why do you think it is so important to see diversity in leadership?

“It’s important for two reasons. For those that are leading businesses, it’s important because diversity is good for your bottom line. There’s innovation that comes out when people from different backgrounds, beliefs and histories sit together to make things happen, bringing, from an economic standpoint, very positive results for business. More importantly, it’s good for the people in your business. When they see diversity at the top, it gives the employees an understanding that there is opportunity for everyone to grow within the organization.”

– Alinne Rosa, Group VP of Human Resources for Americas and Global Executive Sponsor for Race at RX.

How will you define success and measure results?

“We have an honest commitment from Hugh Jones, CEO of RX. The intentions are clear, the goals that we set will be attainable, and measurable. Accountability is in place. In all of my career, this is the first time I have witnessed such a comprehensive approach to taking action against systemic racism, and racial injustices. In the words of John Lewis, “If not us, then who. If not now, then when?” said Rosa

COMMITMENTS & ACTIONS

COMMITTING TO ACTION REGARDING RACIAL JUSTICE AND EQUALITY

RELX’s people around the globe express their solidarity toward eliminating racism. They have submitted hundreds of ideas, large and small, on how we can help address racial injustice. The proof of our commitment will be in the actions we proudly push forward to fight systemic racism. We believe we can make a lasting and positive change in the fight against injustice for our employees and for our customers, and while strengthening the rule of law.

We, together with African Ancestry Network (AAN) leaders are building a meaningful and impactful action plan to support our BAME (Black, Asian, Minority Ethnicities) employees and communities globally. This plan will help us to create and sustain an inclusive workplace and amplify our commitment to improving equality of opportunity by committing to, but not limited to, the following:

• Support of the Business in the Community Race at Work Charter​
• Issue public statements on websites and in social media outlets promoting the rule of law, racial justice, and condemning systemic racism
• Make charitable donations over five years to organizations fighting injustice and supporting anti-racism in harmony with our mission
• Provide free access to key products and services to organizations committed to fighting racism such as the National Association for the Advancement of Colored People (NAACP) legal defense fund
• Develop a Race and Ethnicity Strategy against systemic racism. This will include an ethnicity pay equity audit, as well as specific actions toward Talent Acquisition and Talent Development representation of Black employees and other underrepresented ethnic groups
• Give all Employee Resource Group (ERG) leaders and members 16 hours of paid time off per calendar year for ERG participation
• Enhance leadership and funding support of our ERGs
• Launch a RELX Equality Ally Program to educate and empower employees with a specific focus on race and ethnicity allyship
• Eradicate racist and biased technology terms
• Partner with organizations such as the National Bar Association, the Historically Black Colleges and Universities Law School Consortium and others supporting Black communities

We have been working across RELX to execute these race and ethnicity strategies and commitments. RX has pledged to donate $1m over the next five years to selected not-for-profit partners around the world who are working to improve inclusivity and diversity in their local communities by supporting social change, fighting injustice and fostering development.

LexisNexis has launched The LexisNexis African Ancestry Network LexisNexis Rule of Law Foundation Fellowship which is an extension of LexisNexis’ commitment to eliminate systemic racism in legal systems and build a culture of inclusion and diversity within our company. The program was created in partnership with the Historically Black Colleges and Universities Law Consortium and provides twelve fellows with resources to support them in their Rule of Law project, develop leadership skills and accelerate their careers.

We recognize that a global approach to race and ethnicity is multi-layered, metric-based, comprehensive, and should be deployed and matured over time. Our strategy is focused on engaging leaders, empowering people, and cultivating a culture of inclusion.