As we state in the careers section of www.reedelsevier.com, “We know we have world-beating brands and enjoy leading positions in our markets. But we also know we could not have got there – and will not get to where we want to go next – without the talented people that make up our 35,000-strong workforce. Our goal is to create for each and every one of them a challenging, rewarding and supportive work environment where they can achieve their real potential. We want to be known – inside and outside the company – as a great place to work.”
Valuing our people means being an employer of choice known for best practice in retaining and recruiting the best staff. If we fail to attract or keep good people, our business will suffer and we will not achieve our objectives or meet the expectations of our stakeholders.
We work closely with our staff/works councils in Europe, the United States and elsewhere to engender positive labour/employee relations. And we ensure our labour and employment policies and practices are compliant with the principles of the UN Global Compact regarding fair and non-discriminatory labour practices. As stated in our Code of Conduct and Business Ethics, “Reed Elsevier is an equal employment opportunity employer. It is committed to providing a work environment where employees and applicants for employment are treated with respect and dignity and without regard to race, colour, creed, religion, national origin, gender, sexual orientation, marital status, age, disability, membership or application for membership in uniformed services, veteran status, the seeking of workers’ compensation benefits, or any other category protected by law.”
Consistent with this policy, Reed Elsevier prohibits discrimination or harassment of any kind. Read a sample divisional anti-harassment policy.
In this section:
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Reed Elsevier’s workforce is highly skilled and a large proportion are graduates.
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We are committed to building a workforce that reflects the diversity of our customers and communities.
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The Human Resources Management Council, comprised of the most senior members of the RE HR community, meets bimonthly to discern and address our key workplace issues.
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We use global emails; webcasts; intranet resources like video, blogs, forums, and image libraries; competitions, and more, to share news and information across the group, from financial performance data to our strategy and vision and company history.
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Every employee in the company takes part in the annual Personal Development Programme (PDP), which reviews skills and performance and identifies opportunities for recognition and advancement.
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We believe flexible working can increase staff motivation, promote work-life balance, reduce employee stress and improve performance and productivity.