Future Editor-In-Chief reviews

Hi there, Thanks very much for your detailed review, and we're sorry to hear that your area feels under-staffed. We know that publications shift towards a more digital-focused mindset the amount of content tends to increase, but we believe that that should never be at the expense of quality. We truly believe in providing the best quality content and information to our audiences and that's why we spend time and investment in recruiting the best journalists around. Whilst our business can feel 'round-the-clock' due to the international locations we inhabit, we feel deeply that employees feeling tired should take a break, which is why the unlimited paid holiday policy is so important to us. If you are concerned about the quality of editorial production or wellbeing of colleagues in your area please do contact us directly at ThePeopleTeam@futurenet.com and we can continue to explore the challenges in your part of the business. In case it helps to clarify the process on pay-rises all colleagues have received an annual pay rise over the past few years which on average has been in-line with inflation. 'Exceptional' pay rises are provided on a monthly basis to colleagues where it is deserved to reflect progression on an individual level. If you believe you should be considered for an individual pay rise and would like to expand the discussion beyond your direct line manager please contact us in the People team at ThePeopleTeam@futurenet.com and we can help to support the discussion.

Agreed! Our editorial staff are incredibly talented and are the main reason 400m people pick up one of our magazines, or to go to one of our websites, each month. Our recently formed Audience, Content and Editorial group brings each area together to share best practice, listen and learn from each other. This was one of Zillah's own ideas, which is a great initiative. We'd love to highlight that our acquisitions are an opportunity for us to add our tech or expertise, rather than random. They also aren't limited to the UK, which makes life at Future so varied and exciting. We appreciate working in the office isn't 'for everyone', but we find (in a post-Covid world) our hybrid approach gives us the opportunity to collaborate and produce excellent work, surrounded by our awesome colleagues, whilst also giving us the flexibility to work from home 2 days per week. It's a win-win! As mentioned in a previous comment. we're going to use the results from our Engagement Survey to listen to what colleagues have to say, and implement real change where they see fit. We appreciate that our expansion as a business (through acquisitions or natural growth) can make career path structure a little fuzzy, but we're hard at work to change this and we think it will make a real difference for all colleagues in the future. Our overall split is 50% male, 50% female and half of our Executive Team are female, which we're really proud of. That split isn't as equal as we'd like in every level of the organisation, but we certainly don't expect female colleagues to be overlooked for recognition by males. We'll make sure to explore this to understand whether it is actually happening, so thank you for raising this with us. Please don't hesitate to get in touch with the Dan from our People & Culture team on Dan.Wolff@FutureNet.com, as we'd appreciate the opportunity to discuss some of the comments in more detail and help address the concerns you have.