Elsevier Inclusion and Diversity
Inclusion and Diversity
At Elsevier, Inclusion and Diversity are at the heart of the way we work, think, and run our business. An inclusive environment is key in enabling a diverse and unique workforce. We know that inclusive and diverse teams are critical in enhancing innovation, productivity, and decision-making. An inclusive organizational culture is conducive to making employees feel valued, creating equal opportunities, where everyone can bring their whole selves to work.
Our Inclusion and Diversity strategy is focused on accountability and practical action. To further enable an inclusive culture, we continuously work on enhancing employees’ knowledge and promote inclusive behaviours. We provide innovative learning and development opportunities for our people and work with them to create an inclusive culture that enables a high-performing and engaged workforce. This helps advance our mission of creating an environment where everyone has an equal opportunity to succeed.
|"There has been important progress over the past decade, but challenges persist. We have more work to do to address issues of diversity and inclusion in research. There is no single solution here; the entire research ecosystem must come together to drive lasting change. To this end, we will accelerate our work with all stakeholders, including funding bodies, governments and institutions worldwide that share our goal of advancing science and improving health outcomes through greater diversity in research." |
- Kumsal Bayazit, CEO, Elsevier
Our people are our strength. Our workforce at RELX consists of 33,000 people and an average length of service of 9 years. At Elsevier, we have 8000 employees, with an average service length of 8 years. Our workforce at Elsevier is made up of 51% women and 49% men. 45% of our people managers and 31% of our senior executives are women.
At Elsevier, we are passionate about making positive impact on society and for our customers through our unique contributions as a business including access to information, the 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 Elsevier to be a great place to work, where our employees feel valued, have equal opportunities and benefit from pay equality, regardless of their gender identity, national origin, race, ethnicity, religion, sexual orientation, age, or disability status.
Inclusion and Diversity (I&D) are important for a sustainable future. We want to build a network of people from a wide range of backgrounds, experiences, and ideas to achieve real innovation for our customers around the world.
Our I&D vision articulates our commitment to a diverse workforce and an environment that respects individuals and their contributions.
- We also have 35 Employee Resource Groups (ERGs) across Elsevier, focused on our 5 diversity dimensions: Race and Ethnicity, Gender Equity, LGBTQ+ and Gender Identity, Disability, and Generations. They provide a community as well as a place to learn about allyship, mentoring, and community involvement.
- RELX celebrates global Diversity Awareness Month in October. In 2020, we held an ERG conference online with over 1,500 employees from 24 different countries attending, from across RELX.
Inclusion and Diversity Advisory Board: Improving gender balance in academic research globally. Inequities in academic research are manifested in many different ways. From the low proportion of women who are tenured professors, to the low rates of grants awarded to women and researchers who are members of underrepresented racial and ethnic groups in research, to the lack of appropriate sex and gender-based analysis in research studies.
As a global leader in research information analytics and scientific publishing, Elsevier is striving to make an impact in key areas to enhance Diversity and Inclusion in research across gender, race, ethnicity and geographical dimensions. This is to ensure that research is conducted and reported most equitably and inclusively.
Working towards ensuring equal opportunities
We remain committed to promoting and enabling equal opportunity, regardless of gender identity, national origin, race, ethnicity, religion, sexual orientation, age, or disability status, at every level in our organization.
To enable parity across all levels, we have undertaken several initiatives.
Recent examples of progress include:
- RELX/Elsevier were placed top scorers and most improved private sector for the 2020 Global Benchmark for Workplace Pride.
- The global workplace culture and compensation monitoring site, Comparably, awarded the 2020 Best Places to Work Awards for Women and Best Companies for Diversity to Elsevier.
- A broader rollout of our Women in Technology mentoring program across Elsevier.
- Elsevier takes part in the Leonard Cheshire and Change 100 internship program, supporting young disabled people to fulfil their potential, to help champion inclusive work practices.
- We are working with RoleMapper to de-bias how we hire and select candidates to join our workforce. .
- 80% of our managers across Elsevier took part in unconscious bias training.
- We have a community focus on and investment in gender equality in STEM, we partner with BWISE and Black Girls Code.
- Progress in UN Equal Pay International Coalition commitments.
- We invest in research to identify causes of pay differences and regularly evaluate our policies and processes to ensure they are aligned to our I&D Policy. We commit to building a robust framework for monitoring pay equity across RELX/Elsevier.
Reward principles and pay equity
Our objective is to attract, motivate, retain, and engage the right talent to successfully execute our business strategies. In doing this we are guided by our Reward Principles, which are focused on market competitiveness, internal pay equity and pay for performance. Elsevier is committed to paying our people equitably and fairly, and this is central to our reward principles.
We follow rigorous internal processes of one over one approval and carry out internal reviews to ensure pay equity 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.
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 the workplace well-being of our employees. In the US, where we have the largest presence of employees, the CareConnect and REACH programs promote workplace well-being through health screenings and various health awareness programs and incentives.
Our Employee Resource Groups and equality ally program
Committed to a diverse and inclusive workforce, our Employee Resource Groups (ERGs) foster an inclusive environment in which employees feel supported and empowered.
Employee Resource Groups are voluntary groups of employees who share common interests related to I&D and allyship, with a vital role in ensuring an inclusive environment where all are valued, included, and empowered to succeed.
Race and Ethnicity
RELX African Ancestry Network (AAN)
Enhancing the professional development of African Ancestry employees at the company. AAN embraces the company's corporate diversity initiatives aimed at improving the company’s competitiveness by increasing the representation, development, promotion, and retention of employees.
Embrace in the UK, the Netherlands, and Germany
Giving a voice to stories and challenges faced by ethnic minorities in the corporate world. Helping to foster a truly inclusive culture at Elsevier, raise awareness and create room for experiences and discussion on racial issues, in and outside the office. We also hope to serve as a psychological safety anchor for one and all. Hand in hand with Elsevier’s strategy and objectives, we believe that the inclusion of a more diverse workforce will boost our overall performance, enhance creativity, and open the door for a variety of perspectives to grow the Elsevier brand and business further.
Asian Heritage Resources & Alliance
Building a community that is committed to the advancement and development of our Asian heritage team members while serving as champions of diversity and inclusion.
LGBTQ+ and Gender Identity
Raising awareness about LGBTQ+ and Ally issues within Elsevier to support and represent LGBTQ+ employees while fostering an LGBTQ+-friendly atmosphere. Raise awareness of diversity at all levels of the organization. We come together to positively impact our community and the surrounding community, leading the way for others to follow in our footsteps.
Helping individuals and the wider business to become disability confident. Ensure people with disabilities and carers have the support and resources they need to thrive in their career and contribute to Elsevier’s success.
Thrive: Elsevier Women's and ally network
Partnering with all to advance gender equity and equality at Elsevier and promote benefits of gender balance.
Promoting the benefits of age diverse working teams both within Elsevier and through in our customer communities.
Equipping employees with the skills to adapt to their environment, build a strong network, support their movement to the new country/organization and support them in career growth.
Celebrating International Women's Day
Black History Month at Elsevier
Diwali at Elsevier
Happy Lunar New Year at Elsevier
Elsevier joins the world to celebrate Nelson Mandela International Day.
Join us to mark Nelson Mandela International Day by making a difference in your communities. Everyone has the ability and the responsibility to change the world for the better. Mandela Day is an occasion for all of us to take action and inspire change.
Nelson Mandela devoted his life to the service of humanity. In Nov 2009, in recognition of the former South African President’s contribution to the culture of peace and freedom, the UN General Assembly declares 18 July "Nelson Mandela International Day" in recognition of Mandela’s values and his dedication to the service of humanity in conflict resolution; race relations; promotion and protection of human rights; reconciliation; gender equality and the rights of children and other vulnerable groups; the fight against poverty; the promotion of social justice.
Mandela Day was created to inspire people to embrace the values of democracy and contribute towards the ideals of ensuring a just and fair society.
What is the meaning of 67 minutes for Mandela Day?
The 67 minutes symbolizes the number of years Mandela fought for human rights and the abolition of apartheid. Play your part throughout July, particularly today, by doing something for 67 minutes that will make a difference for a lifetime.
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Qualified applicants are considered for and treated during employment without regard to race, color, creed, religion, sex, national origin, citizenship status, disability status, age, marital status, sexual orientation, gender identity, genetic information, protected veteran status or any other characteristic protected by law.