Principle 1: Establish high-level corporate leadership for gender equality

Tell us what your company is doing to advance the selected principle above:

At Thomson Reuters, closing the gender gap means starting at the top. Our Women’s Advisory Task Force is chaired by our CEO, Jim Smith, and is focused on achieving gender equality and becoming the premier company for women in the information services industry.

Our Task Force has championed a number of initiatives to support this goal, including dedicated leadership development and sponsorship programs aimed at women at various levels of their career.

In addition, Thomson Reuters is focusing on creating a culture of inclusivity across the organization. One of these efforts is a new People Goal to hold managers accountable for diversity. This includes requiring diversity on every candidate slate and interview panel. Our managers are also trained specifically on unconscious bias and we host numerous campaigns to celebrate gender diversity across our workforce which focus on engaging allies and building awareness of gender equity.

In order to specifically attract and retain women, we have also revised parental leave policies and amended flexible working arrangements around the globe.

Through these initiatives Thomson Reuters has addressed multiple segments of women, including senior executives, women in technology, emerging female leaders, women in emerging markets, women of color, women in finance, law, etc. This multi-pronged approach ensured that interventions were specific and relevant while supporting the broader agenda of advancing women across the company.

These efforts are making a difference. As of the end of 2016, women represented 30% of the senior executive population across Thomson Reuters up from 24.5% in 2012. Representation among VPs and Directors increased from 28% in 2012 to 32% in 2016 and the promotion rate of women into the executive population continues to increase since 2012.

Tell us why your company is advancing the selected principle above:
Thomson Reuters is committed to global equality, diversity and inclusivity for all employees. The company recognizes and celebrates differences in gender, while working towards equal representation at all levels of our business. We do this because an open and inclusive culture drives increased engagement, productivity, innovation and economic growth; because diverse organizations are proven to perform better; and our employees and customers expect this.

Building a diverse workforce is no longer a nice to have and gender equity is key. This is the workforce of the future and essential to bottom line growth. An organization’s core stakeholders care deeply about these issues. Customers, investors, analysts, employees and more importantly, future customers, investors, analysts and employees want to partner with, invest in and work for companies that are moving the agenda forward. Socially responsible investing is on the rise, with firms set up specifically to invest in companies that behave ethically. The issues of gender and diversity are being discussed at the World Economic Forum, as study after study comes out saying that the more diverse your organization is; the likelier you are to be profitable and succeed over the long term. Studies continue to show that companies with diverse corporate boards are at less risk and drive bottom line growth.

Principle 4: Promote education, training and professional development for women

Tell us what your company is doing to advance the selected principle above:
At Thomson Reuters we are focused on achieving gender equality and becoming the premier company for women in the information services industry.

We have introduced a vast array of programs aimed at 1) ensuring the right skills and resources for our women at every stage of their careers and 2) building inclusive capability across our leaders.

Some examples of programs focused on women are below:

Career Sponsorship Program for Women is designed for the highest-potential senior women who have profit-and-loss responsibility, or general manager potential, or who are in functions where women are under-represented (such as technology and sales).

Leadership Program for Women is for women in senior roles, focused on developing high-potential female leaders at vice president and director level by enhancing leadership skills, sharing strategies for business success, and networking with and learning from other talented Thomson Reuters leaders. Executive assessments and coaching are key components of the program and ensure effective development experiences.

Emerging Women in Leadership Program selects early-career, high-potential women to participate in a seven-week virtual program to set them up for continued success and engagement.

Leadhership Program for female technologists is specifically designed to engage and retain rising women technologists within the company.

In addition to programs for women, we offer unconscious bias training for all of our managers and we routinely offer resources and training on gender equity for our employee base.

Tell us why your company is advancing the selected principle above:

Thomson Reuters is committed to global equality, diversity and inclusivity for all employees. The company recognizes and celebrates differences in gender, while working towards equal representation at all levels of our business. We do this because an open and inclusive culture drives increased engagement, productivity, innovation and economic growth; because diverse organizations are proven to perform better; and our employees and customers expect this.

Building a diverse workforce is no longer a nice to have and gender equity is key. This is the workforce of the future and essential to bottom line growth. An organization’s core stakeholders care deeply about these issues. Customers, investors, analysts, employees and more importantly, future customers, investors, analysts and employees want to partner with, invest in and work for companies that are moving the agenda forward. Socially responsible investing is on the rise, with firms set up specifically to invest in companies that behave ethically. The issues of gender and diversity are being discussed at the World Economic Forum, as study after study comes out saying that the more diverse your organization is; the likelier you are to be profitable and succeed over the long term. Studies continue to show that companies with diverse corporate boards are at less risk and drive bottom line growth.

While diversity in all its forms is something we champion, fostering gender inclusiveness, and making sure that women are equally championed and promoted as partners in the success, achievement and profitability of our business, is an integral part of our goal.

Principle 7: Measure and publicly report on progress to achieve gender equality

Tell us what your company is doing to advance the selected principle above:

We make our gender stats publicly available. Not only do we report our stats publicly because we are proud of the advances that we have made, but we also know that this will help keep us accountable to stay the course. We are firmly committed to driving the gender equality agenda and making our stats publicly available helps us stay on that path.

We report our gender numbers as part of our CR&I annual report; specifically calling out Senior Exec; Director/VP; Manager; New Hires; and all employee stats.

As of the end of 2016, women represented 30% of the senior executive population across Thomson Reuters up from 24.5% in 2012. Representation among VPs and Directors increased from 28% in 2012 to 32% in 2016. Representation of female managers, all female employees and the promotion rate of women into the executive population all also continue to rise.

Additionally, we also release our US Women in Technology Stats (which earned us the Top Employers Award from Anita Borg in 2016!).

Our reporting is a part of the Women in Finance Charter annual September meeting which includes set target of 30% for senior executive women in UK.

Tell us why your company is advancing the selected principle above:

Thomson Reuters is committed to global equality, diversity and inclusivity for all employees. The company recognizes and celebrates differences in gender, while working towards equal representation at all levels of our business. We do this because an open and inclusive culture drives increased engagement, productivity, innovation and economic growth; because diverse organizations are proven to perform better; and our employees and customers expect this.

We are firmly committed to driving the gender equality agenda and making our stats publicly available helps us stay on that path. Additionally, it shows our core stakeholders that we don’t just talk the talk. We walk the walk and interested persons can see how we improve year over year. The next generation workforce wants to work for a company that is diverse and champions inclusion. We are making it our mission to be that place.