Positive in particular the new approach to hybrid working. I also appreciate the company's emphasis on wellbeing. Pay equity needs to be addressed. Many staff are paid below the current market rate. This hurts us in terms of recruitment and retention.

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In general very positive. I'd particularly like to highlight the flexible working initiative which has been an immeasurable improvement on my work life balance and mental health.

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In general positive but there are improvements to be made around agility and decision making speed.

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Autonomy and trust to complete my work.

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Transparency especially when things are hard.

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Focus on work life balance.

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inclusivity and willingness to collaborate.

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Working on something which makes a real world difference.

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Focus on diversity & inclusion, psychological safety, ethics and integrity

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employees are able to bring their authenticate self to work.

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Strong focus on diversity and inclusions. Prioritization of psychological safety.

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Respect for each other and passion for what we do for our industry.

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Importance of work life balance and flexible approach to remote and hybrid working.

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I am not challenged in my role despite raising this with my line manager multiple times.

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The new approach to hybrid working is very forward thinking and gives our business unit a lot more flexibility.

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My team is very supportive and inclusive. I feel our engineers strive for the best quality and always encourage each other to do the same.

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In general, people bring their authentic selves to work. I'm also lucky to work with people who have specialist knowledge as experts in their field.

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The effort the company makes towards diversity and inclusion. There is a strong push from all levels of management for staff to bring their authentic selves to work.

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Compensation is not in line with the market median despite RELX's goals and statements on pay equity. Given how competitive the market is right now for hiring and retaining employees, RELX has not kept up to date with the demand.

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It's unknown to me if I am paid fairly or not. The company has tried to address this by rolling out compensation training to management. There's qualitative material about how compensation is calculated, but quantitative information on compensation is not available to employees.

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The automony I am given in my role. My manager and I collaborate on the objectives and outcomes required of by role, but the HOW I work to achieve them is up to me. I benefit from this level of freedom as I can creatively problem solve.

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RELX aims to pay the median compensation rates benchmarked by a 3rd party company. However, the data is not made available. I have seen other sources that the salary bench marks are not calibrated correctly for my business unit in our geographic location. Staff compensated less than current market.

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There is a lack of quantitative information about how salaries are calculated. The company made a big statement around improving transparency over salary but so far we have only received high level qualitative information. For my position in my team I have no idea if I am above/below the median.

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