Our values reflect our absolute commitment to the customer, the global nature of our business, that people make the difference, and our continual quest for high performance.
The desired professional behaviors that spring from these values are: accountability, a commitment to continuous improvement, a desire for innovation and the promotion of teamwork. They define our approach to our corporate responsibility programs, as measured by corporate responsibility surveys and indices, employee engagement and diversity scorecards and against our own key performance indicators.
Key Initiatives
We have set three key initiatives as the corporate center’s “signature processes” – the things we want to do, and be known for doing, exceptionally well.
Setting Strategy and Allocating Capital
This is a core responsibility for every company; however, unless it’s done superbly well, a company cannot hope to build sustainable, long-term value. This process consists of a continual and diligent analysis of our businesses coupled with prudent allocation of investment resources within each of our business segments.
Talent
Almost every company claims that people are its highest priority. At Thomson Reuters, we must make sure this is true because intellectual property created by talented and motivated employees is at the heart of what we will do - serving professional customers with our intelligent information and services. We will focus on creating a diverse workforce at all levels in the Company because we strongly believe that diversity helps drive innovation and growth.
Innovation
We must be world class in fostering innovation in our business - certainly in our technology solutions, but also in our business models, customer service and internal systems. Without innovation there can be no long-term organic growth.
Our Corporate Responsibility Strategy
We believe that a responsible approach to business is not optional, and we will be working on policies and procedures to integrate this working into everything we do. Whether we are considering our approach to resource allocation, talent management or new product development, without responsibility there is no sustainability. There are key elements which underpin that sustainability, including:
- providing great service to customers
- an ethics code that governs supply chain management
- an awareness of environmental impact and a commitment to reduce impact
- a focus on ensuring a diverse and inclusive workforce that attracts a variety of talent
- a program of engagement with our communities
Governance
Corporate responsibility is not managed through a large, separate department at Thomson Reuters, but rather, is delivered through programs and policies owned within the relevant functions and business units. It is embedded in the way we do business.
Reuters established a Corporate Responsibility Advisory Board in September 2003 through which performance against key objectives and examples of best CR practice are discussed. The role and structure of this Advisory Board will be reviewed as part of the ongoing corporate responsibility gap analysis through which we will define our process of engagement with the Thomson Reuters board, with internal stakeholders and with external groups
Reuters Trust Principles
Thomson Reuters has adopted the Reuters Trust Principles in full and will retain the Reuters Founders Share Company structure, whose directors are required to act generally in accordance with the Reuters Trust Principles.
These principles govern how Thomson Reuters will act as a business, committing us to independence, integrity and freedom from bias in the gathering and dissemination of news and information. They guide every aspect of business, whether concerning our customers, suppliers, staff or the communities in which we operate.
Thomson Reuters Foundation
Established in 1982, the Thomson Reuters Foundation is a registered charity that runs programs to advance education, humanitarian aid and the environment.