Reed CSR 2007.indd - Reed Elsevier

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Workplace 32 Reed Elsevier Corporate Responsibility Report 2007 Workplace “Our products and services support our customers and the contributions they make to science and I’m proud of that. While I may never make a ground-breaking discovery, through my work I feel like I’m contributing to society.” Hiromi Miwa, HR Manager, Elsevier Japan Our people are our strength. At the 2007 RE Management Conference for the top 200 managers, CEO Sir Crispin Davis explained, “People development and motivation is critical to support our strategic acceleration.” 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. Our workforce of 30,000 is highly skilled and includes a large proportion of university graduates. Together they focus on developing and delivering essential information and data exactly where and how our customers need it. With a growing online business, we employ 5,000 IT specialists and developers. More than 8,000 editorial staff ensure our content is of the highest quality, while approximately 11,000 customer service staff and sales people focus on meeting client needs. ■ Sales Marketing and Customer Services ■ Editorial ■ Administration and Other ■ IT As we state in the careers section of www.reedelsevier.com, “Our strategic priorities include a number of initiatives designed specifi cally to develop our employee base such as: continued upgrading of our management through attracting, developing and retaining the very best talent; establishing a culture that respects individuals, values diversity and fosters innovation; and encouraging an environment of open communications, collaboration and information sharing across our businesses and geographies.” Hiromi Miwa, HR Manager, Elsevier Japan
Valuing Our People 33 Reed Elsevier Corporate Responsibility Report 2007 Workplace 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 benefi ts, or any other category protected by law.” Consistent with this policy, Reed Elsevier prohibits discrimination or harassment of any kind based on any of these protected characteristics. We actively seek to build a workforce which refl ects the diversity of our customers and communities. Over 40% of our staff at Elsevier in the Netherlands are non-Dutch. Our overall RE workforce is 55% female, based on a sampling of greater than 75% of our key facilities, responsible for more than 75% of turnover. In 2007, our senior management group comprised 18 nationalities [15 in 2006] of which 26% are women [21% in 2006] as are two members of the RE boards: Lisa Hook is a non-executive director of Reed Elsevier PLC and Reed Elsevier NV and Dien de Boer-Kruyt is a non-executive director of Reed Elsevier NV. Employee Diversity Manager Diversity ■ Female 55% ■ Male 45% ■ Female 45% ■ Male 55% Age We recognise employees of different ages contribute unique perspectives to our endeavours. 22% of our employees are between 22 and 30 years of age, 16% of our workforce is older than 51 and 1% is over 66. Our oldest employee, at 85, is a senior columnist and the youngest, at 16, a research assistant. The majority of our workforce (61%) is between 31 and 50 years old. Age Diversity ■ Age: 16-30 23% ■ Age: 31-50 61% ■ Age: 51+ 16% Our staff/works councils in Europe, the United States and elsewhere help engender positive labour/employee relations. Our legal teams, which report to the General Counsel and Company Secretary, keep abreast of statutory obligations that may be introduced or vary according to jurisdiction. Our CR team make presentations for the benefi t of staff, and in 2007 addressed employee groups in, among other locations, China, France, the Netherlands, the United Kingdom and the United States. Our Human Resources Management Council is comprised of the most senior members of the RE HR community. Every other month, the Council meets to discern, address, and benchmark the key workplace issues facing the company. HR leaders, led by the Global Director of Human Resources, undertake an annual organisation talent review to identify staff advancement opportunities and to develop the in-house bench strength that can help drive the business forward.
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Reed CSR 2007.indd - Reed Elsevier

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