Employer Statement – LNRS Data Services
RELX and our Divisions are committed to creating a great environment in which we work and to provide equitable
treatment for our employees. We strive to foster an inclusive culture, free of bias and ensure that our policies are
objective and that our leaders are equipped to make decisions that are based on data and that follow equitable
practices.
The gender pay gap is the difference in average earnings between women and men in the workforce. It is not to beconfused with gender pay equity, or the measure of assessing the pay of women and men who are in comparable
jobs, which takes into account relevant factors that influence pay. The gender pay gap is a useful proxy for measuring
and tracking gender equality across a nation, industry, or an organisation.
The gender pay gap can be influenced by multiple factors. Some of these contributing factors, as identified in the key
findings by the Australian Government, include having a greater proportion of men than women in more senior,higher paid roles and a greater proportion of women than men in lower paid roles, having male dominated functionsthat have higher levels of pay and female dominated functions with lower levels of pay; fair access to promotions,training and hiring practices; and care, family and workforce participation. It is therefore important to ensure that wehave an inclusive culture based on robust and data driven practices.
LNRS Data Services (Australia) Pty Ltd includes our Risk organisation and has a median total remuneration gender pay
gap (GPG) of 16.6% compared to 19.0% nationally:
All employees

2022-23

Australian National
Picture: Median GPG

Median total remuneration

16.6%

19.0%

Median base salary

14.2%

14.5%

In the 2022- 2023 financial year LNRS Data Services grew from a small entity (approximately 30pax) to over 150pax
due to an administrative entity change that occurred halfway in the reporting period.
Being primarily a technology workforce, we continue to implement initiatives and practices to attract and recruit
greater female representation into our business. The Risk business continues to support a number of targeted
initiatives to develop female employees in the technology organisation, including the established Women inTechnology mentoring program.
In an effort to continue to enhance our practices:
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We have introduced a global job architecture framework to categorise all of our jobs consistently across RELX andour employees have visibility of their own job level and to the job level of all job postings
We have created market reference pay ranges based on a consistent method across all our Divisions and westrive to ensure that all our people are paid within the pay range for their role
We regularly conduct external benchmarking to ensure our pay ranges are aligned to competitive local market
pay rates
We have introduced a consistent timeline and guidelines for reviewing pay during our reward cycle processes,
taking account of market conditions and internal equity. Whilst we have not conducted a formal pay gap analysis,
we use the reporting functionality in our HR system to regularly review pay data for comparable jobs
We will continue to make data driven compensation decisions and review our company policies with gender as afocus area
We offer the opportunity to work flexibly, removing a potential barrier for women and other groups to ensurethat they can work with us
We have introduced consistent Leave policies across all Divisions in Australia, including providing access to paid
Parental Leave and Domestic Violence leave for all our employees in Australia•••We have run training and briefing sessions for our people leaders on inclusive hiring practices, performance
management and managing the reward of their team members
We facilitate several mentoring programs which invest in women specifically. These include: NetworX Women inTechnology (RELX wide); Developing Talent for Gender Equality (Elsevier), Ignite and Accelerate Program(LexisNexis Risk Solutions, for senior leaders) and Women Connected (LexisNexis Risk Solutions). Throughmentoring (including for employees who are returning from parental leave), role modelling, and sharedexperiences, our female team members are provided with guidance, encouragement, and support to nurture
career aspirations, increase visibility, and continue self-growth. We leverage best practice across all business
units for the benefit of all.
As part of our broader Inclusion & Diversity strategy, we continue to support our Gender Equality Employee
Resource Group who actively promote and aspire to advance our culture of inclusion through intentional,
positive and conscious efforts that benefits our people. This is in addition to broader inclusion and diversity
programs across the various business’ units (e.g. Emerge and Evolve program in LexisNexis Risk Solutions)