Advancing What’s Possible Through Inclusion and Diversity

• In 2021, the RELX workforce was over 33,000. Women made up 50% of the entire workforce, 44% of managers and 33% of senior leaders.
• In 2021, 45% of board members were women, which represents an increase from 36% in 2019.

RELX is a signatory to the Women’s Empowerment Principles (WEPs), a United Nations Global Compact initiative to help companies empower women and promote gender equality with the following principles:

1. Establish high-level corporate leadership for gender equality.
2. Treat all women and men fairly at work - respect and support human rights and non-discrimination.
3. Ensure the health, safety and well-being of all women and men workers.
4. Promote education, training and professional development for women.
5. Implement enterprise development, supply chain and marketing practices that empower women.
6. Promote equality through community initiatives.
7. Measure and publicly report on progress to achieve gender equality.

We remain committed to promoting and enabling equal opportunity, regardless of gender, at every level of our organization. We comply with employee-related reporting requirements and, in 2021, our business areas published UK gender pay gap reports as required by UK legislation.

In 2021, we continued our Women in Technology internal mentoring program to encourage greater representation of women in the technology workforce.

As a signatory to the Tech Talent Charter, a non-profit organization working to address inequality in the UK tech sector, we contributed data in support of a report on equality in the UK technology workforce.

Additionally, the International Bar Association and the LexisNexis Rule of Law Foundation are collaborating on an ambitious long-term research project to identify disparity in representation between males and females at senior levels in the legal profession on a global scale. The Gender Project, launched in March 2021, will provide a blueprint for achieving gender parity in leadership in the law by 2030.

LexisNexis has long been committed to advancing the rule of law around the world. We are committed to doing even more to eradicate racism where it exists to ensure equality for all under the law, transparency of law, independent judiciaries, and accessible legal remedy.

Our US/UK RELX workforce is 68% White, 7% Black, 12% Asian, 4% Hispanic, 1% Multi-Racial or Indigenous, 2% Other and 7% Unknown (based on a sampling of approximately 90% of employees).

LexisNexis has signed the Business in the Community Race at Work Charter and is committed to its seven calls to action to ensure that ethnic minorities are represented at all levels in our organization:

• Appoint an executive sponsor for Race.
• Capture ethnicity data and publicize progress.
• Commit at Board level to zero-tolerance on harassment and bullying.
• Make equity, diversity and inclusion the responsibility of all leaders and managers
• Take action that supports Black, Asian, Mixed Race and other ethnically diverse employee career progression.
• Support race inclusion allies in the workplace.
• Include Black, Asian, Mixed Race and other ethnically diverse-led enterprise owners in supply chains.

We publicly condemn racism and recognize its deteriorating effects on our society. We believe Black lives matter and we are an advocate for Black lives. We fight against systemic racism, and we use our influence and resources for this cause in several ways:

• We have committed to making charitable donations over the next five years through cash and in-kind contributions of products, services and employee expertise to improving racial and social justice.
• LexisNexis has signed a multi-year commitment to partner with the National Bar Association (NBA) to combat systemic racism and racial inequality. The NBA is the United States' largest national network of predominantly African-American attorneys and judges. It represents the interests of approximately 66,000 lawyers, judges, law professors, and law students.
• We are working with the LexisNexis Rule of Law Foundation and our community of customers, leading legal organizations, NGOs and other partners to raise awareness of inequities and hidden biases in legal systems, and effect change.
• Our employee-led African Ancestry Network ERG partnered with the LexisNexis Rule of Law Foundation to launch a fellowship program aimed at eliminating systemic racism in legal systems. In 2022, a larger second fellowship cohort was launched.
• We are using our solutions and data to provide insights into systemic racism in legal systems and support positive change. Many of our legal product offerings contain Deep Data and analytic capabilities that can be used to help illuminate racial and social disparities and support data-driven discussions for change.
• We publicly support calls for racial equality and justice. We use our social and web channels to advocate for those whose voices may not be heard otherwise.

RELX is a signatory of the Valuable 500, a group of companies committing to placing disability inclusion on their business leadership agendas. LexisNexis is committed to providing a community of support for colleagues living with disabilities and their allies. We partner with the LNLP Enabled ERG, which aims to raise awareness of the experiences of colleagues living with disabilities, reduce unconscious bias, and create more inclusive workplaces. We provide ongoing programming and participate in the annual celebration of International Day of People with Disabilities.

LNLP Enabled has sponsored a multitude of events ranging from informal global coffee breaks for members and allies, to formal training events to support mental health, neurodiversity, the integration of the Rule of Law Foundation (ROLF) into enablement efforts, and many more!  We have kicked off Project Empowerment, an internal global effort to train all teams on how to successfully embed accessibility into our products to ensure we meet (or exceed) industry and government standards supporting the Web Content Accessibility Guidelines (WCAG) at the AA level.  

As we continue to work towards ensuring our organization is an award-winning place to work with or for, we completed the Global Disability Equality Index (GDEI – offered by DisabilityIN) for our Philippines, Southeast Asia, and South Africa locations in 2021.  In 2022, we have completed the Disability Equality Index (DEI – offered by DisabilityIN) for the United States and plan to complete the full questionnaire for the regions that participated in the GDEI.  Our goal is to achieve a score greater than 80% across all facets of the organization and be recognized as a company that supports those with disabilities.  

Our ERG membership and allies have grown exponentially with chapters established across the globe, including North America, United Kingdom, Philippines, South Africa, Southeast Asia, and Europe.  We understand the importance of having local support at each of our business locations and will continue efforts to expand the breadth of our reach across locations as a key priority.

As we work towards all of these efforts, we remain focused on our key LNLP Enabled objectives:

• Raising awareness about the perspectives and experiences of colleagues living with disabilities, reducing unconscious bias and educating colleagues on how to be excellent allies.
• Understanding the challenges that disabled employees at LexisNexis encounter and continually working to improve them.
• Encouraging the business units to take into account at all times the needs of customers living with disabilities.
• Collaborating with charities to benefit the wider disability community.
• Working with our recruitment and Human Resource teams to advocate for and drive increased disability diversity and inclusion through our recruitment, development and retention practices.
• Recommending policy and practice changes, as needed, to improve the experience of those with disabilities who work for or with LexisNexis.

Launched in 2021, our Generations ERG mission is to ensure that in all ways, LexisNexis provides an inclusive working environment for colleagues of all ages.  

Age diversity impacts everyone!  It is important to acknowledge the expectations, skills and perspectives each generation brings to the table. The Generations ERG encourages a collaborative environment where employees of all ages recognize strengths and skills in each other, and explore opportunities to grow.

Our objectives include:

• Connect employees of all generations.
• Challenge the prejudices and preconceptions that exist between the generations in order to recognize and champion each other's expectations, strengths and skills.
• Create opportunities for growth and development.
• Collaborate with colleagues and business partners to understand the challenges and opportunities LexisNexis presents, and work to improve the employee experience.

We embrace an inclusive culture at LexisNexis because inclusive cultures are higher performing, drive more innovation and result in a great place to work.

We ensure our leaders and hiring managers have the right training and tools in order to find the best people to fill open positions. By leveraging a broad range of digital learning resources, interview training, and competency-based interview guides, we continue to hire top talent and create a culture of inclusion.

We are intentional about fostering diverse recruiting partnerships to find the best talent. Our recruiting partners include associations, universities, events, and sponsorships to give us exposure to a wide range of talent. Our employees are actively engaged in maximizing the effectiveness of these partnerships.

Some of our partners include:

• Fairygodboss: Fairygodboss is the largest career community for women. Its mission is to help the women in our community by providing free resources and a safe, inclusive environment for highly motivated women to connect with other career-minded individuals and help one another to succeed.
• The Mom Project: The Mom Project is committed to helping women remain active in the workforce at every stage of their journey. They’re proud to work with employers who are committed to designing and supporting a better workplace.
• Momentum: Momentum confronts tech talent needs head-on by identifying and anticipating, cultivating, and meeting the tech talent transformation and diversity, equity and inclusion objectives. Momentum has upskilled and placed talent at many companies, specializing in candidates from underrepresented groups and military veterans organizations.
• GenSpark: GenSpark fills technology talent gaps by bridging underrepresented pools of talent to corporations in need of key skills. Their goal is to fill talent pipelines with people who more aptly represent the 21st-century workforce.
• MCCA: MCCA is committed to advancing the hiring, retention, and promotion of diverse lawyers in law departments and law firms by providing research, best practices, professional development, and training; and through pipeline initiatives.
• BWISE: The BWISE mission is to empower Black Women through career and entrepreneurial development, insight and training. While the BWISE vision is to significantly impact the diversity of the STEM pipeline, both corporate and academic, from beginning to end. 
• Catalyst: Catalyst is a global nonprofit organization working with some of the world’s most powerful CEOs and leading companies to build workplaces that work for women.
• Workplace Pride: Workplace Pride is a not-for-profit foundation dedicated to improving the lives of Lesbians, Gays, Bisexuals, Transgenders, Intersex and Queer (LGBTIQ+) people in workplaces worldwide.
• Business Disability Forum: Business Disability Forum believes the 26 million people in the UK and over 1 billion people worldwide with disabilities and long-term conditions enhance the social and economic health of our societies. They exist to remove barriers in business structures and government that prevent disabled people from thriving and contributing in this way.
• BYP Network: BYP (Black Young Professionals) Network is a platform that connects black professionals with each other and corporations. BYP Network can help to diversify our applicant pipeline and market our brand as an employer of choice to over 50,000 black professionals.
• Diversifying: Diversifying is a purpose-led careers platform for people to find jobs with employers who are serious about diversity and inclusion, and for employers to showcase their jobs to a diverse community.
• C-Sweet: C-Sweet's mission is to foster and renew executive-level relationships for women across sectors for business development, brand acceleration, partnerships and expanded career paths through curated receptions and digital engagement.

Gender

Increase the percentage of women in management, senior leadership and technology roles continually over time.

Disability

Improve disability data collection, including by allowing employees to self-identify; clear action on fostering a disability-supportive workplace tracked through employee surveys and participation in relevant external benchmarking.

Race and Ethnicity

Increase the racial and ethnic diversity of our workforce continually over time.

LGBTQ+

Improve LGBTQ+ data collection, including by allowing employees to self-identify; clear action on fostering an LGBTQ+-supportive workplace tracked through employee surveys and participation in relevant external benchmarking.

Inclusive Workplace

• Establish minimum global standards in areas such as flexible working and parental leave.
• Continue impactful global inclusion training and track effectiveness, including through employee surveys.
• Drive engagement on inclusion across RELX, with leadership involvement and grassroots employee participation including through Employee Resource Groups.
• Robust inclusion metrics, external benchmarking and disclosure on progress toward inclusion goals.