Our people

Our values in action

We know that competitive advantage and business growth are possible when we attract and retain the best talent. We do so by:

• Attracting and retaining diverse talent to drive innovation for sustainable business growth
• Building an inclusive workplace where diversity of thought drives competitive advantage
• Leveraging the skills of our workforce to positively impact the communities where we live and work
• Educating and engaging our employees that they play a key part in our Social Impact agenda

Diversity & inclusion

We foster an inclusive workplace where all employees are valued and have the opportunity to reach their full potential. We embrace diversity of thought, style, experience, culture, race, color, gender, national origin, religion, gender identity and expression, sexual orientation, disability, age, marital status, citizen status, and veteran status to drive innovation and deliver competitive advantage.

We know that having a diverse workforce is not enough, we also need to build a culture of inclusion that leverages the strengths of all of our employees. From new hire orientation to management and leadership training to an online portal accessible to all employees, we focus on developing global mindsets, breaking unconscious bias and demonstrating the business case for diversity across the organization. 

Our Business Resource Groups are employee-led groups with chapters around the globe that create awareness and understanding of the diverse backgrounds and experiences represented throughout the business. These groups partner with the business to support professional development, assist with recruitment and retention, identify unique market opportunities and help drive business development.

These groups include: Asian Affinity Network, Black Employee Network, Global Disability Employee Network, Early Careers Network, Indigenous Peoples Network, Interfaith Employee Network, Latino Employee Network, Pride at Work (for LGBTQIAP+ employees and allies), Veterans Network and Women at Thomson Reuters.

We support an annual review of our diversity and inclusion strategy through engagement surveys; industry benchmarks; the number of employees and managers trained on unconscious bias and inclusive behaviors; and measurement of key metrics of gender and ethnic representation throughout the business. We hold our managers accountable for diversity and inclusion through their annual performance review and we set aggressive goals for both quantitative and qualitative measurements. Our progress is shared annually with our CEO-chaired council and our board of directors.

We believe gender pay gap reporting is important to change and highlight a persistent issue in the current marketplace. We welcome transparency and will continue to work to build a diverse and inclusive workforce. You can read our current results here.

Volunteering

Our employees bring their skills and their passions to their roles here at Thomson Reuters, and we know that they are keen to use and develop those skills outside of the business by supporting charitable organizations. Last year our employees volunteered over 60,000 hours to charitable organizations and causes across the world.

Our Global Volunteer Networks are employee-led groups which drive volunteering efforts across our locations, by arranging volunteering activities, supporting local projects and developing long-lasting relationships with community partners. The networks expand the reach and impact of the Social Impact Team initiatives to forward Thomson Reuters social goals and objectives. These groups are the fabric of our volunteering culture and successes.