CORPORATE RESPONSIBILITY
& INCLUSION
Patsy Doerr
Global Head, Corporate Responsibility & Inclusion
OBJECTIVES
• TOUCH
To light up our customers, employees and investors to the generosity of
spirit, our diversity and the will to do the right thing that define Thomson
Reuters – empowering growth, innovation, performance and trust at
every touch point with them.
• CONNECT
Connect Corporate Responsibility & Inclusion (CR&I) programs and
communications to Thomson Reuters Purpose and Values, our
Employee Value Proposition and highlight the areas where our ideals
intersect with those of our internal and external stakeholders.
• PROVE
Demonstrate the business value and ROI of CR&I programs to the
company, and their impact on culture and employee engagement.
VALUE & PURPOSE TOUCH POINTS
TRUST
INNOVATION
At the heart of how we
operate and influence with
integrity and responsibility,
always adhering to our Trust
principles
Truly understanding and
supporting our Talent and
each other, embracing
diverse perspectives to
power innovation
PARTNERSHIP
PERFORMANCE
Building community with
our internal and external
stakeholders to drive
business value
Unleashing personal and
business potential to
positively impact the world
PROVEN EXTERNAL BUSINESS RESULTS
CSR is responsible
for more than 40%
of a company’s
reputation.1
With each decade
since 1980,
investors respond
more to negative
environmental news
(1980-1989: 0.42
percent drop in
stock returns; 19901999:- 0.66 percent;
2000-2009:- 1.12
percent).4
Inclusion is a key driver
of engagement and
companies with the most
engaged employees
outperform others by
19% in annual operating
income and 28% in
earnings per share.2
If companies had to pay
for the full environmental
costs of their production,
they would lose 41 cents
for every $1 in earnings
on average, the study
found.5
Diversity can
increase
economic
performance by as
much as 2.2 times
for profitability and
2 times stock
valuation.3
81% of consumers
consider the social
and environmental
impacts of a
company when
deciding where to
work.6
CORPORATE RESPONSIBILITY &
INCLUSION
OUR FRAMEWORK & STRATEGY
WHY? EMPOWERING SUSTAINABLE GROWTH TO SUPPORT THE
DIVERSITY OF OUR PEOPLE, OUR MARKETS AND OUR WORLD
• Drive trust, innovation, performance and
partnership
• Respond to business growth and changing
markets
• Attract and retain diverse talent
• Partner with customers to effectively respond
to supply chain, regulators, and investors
• Collaborate with our people and our partners
to support the communities in which we work
ENHANCED ENGAGEMENT
LEADING TO
PERFORMANCE AND
INNOVATION FOR OUR
BUSINESS
STRATEGIC GOALS
OUR
PEOPLE
$£¥
OUR
MARKETS
OUR
WORLD
Build an inclusive
workplace that
leverages diversity and
empowers our
employees to reach
their full potential at
work and in our
communities
Leverage our products
and services, create
strategic partnerships
and empower our
customers to transform
lives and encourage
sustainable growth
Leverage the talent of
our people and the
power of our business
knowledge to support
the communities around
us to empower a more
sustainable world
WHAT WE DO
• Attract and retain diverse talent to drive innovation
for sustainable business growth
• Build an inclusive workplace where diversity of
thought drives competitive advantage
• Leverage the skills of our workforce to positively
impact the communities where we live and work
• Build better relationships with our customers
• Respond to business growth and changing
markets by increasing responsible business
practices
• Create strategic partnerships that are in line with
business goals and enable sustainable business
growth
• Leverage our products and services to make a
positive impact on the world around us
HOW WE MEASURE
• Employee Engagement Survey
• Employee Representation: % of gender
ethnic, cultural representation
• Manager Representation: % of gender
ethnic, cultural representation
• Volunteer hours: 100K hours target
• External Measurements, e.g.
Recognitions, benchmarks, etc.
• Creation of Indexes or leveraging
current products, e.g. CR Index,
D&I Index
• Investor Activity
• Environmental Social Governance
(ESG) score
• Reduce our impact on the environment through
sustainable business practice
• 5% carbon emissions reduction by
2015
• Connect the world to thought leadership on
climate change and sustainability
• Community Investment
• Ensure that the goods and services we purchase
come from an ethically diverse range of sources
• $ donated through Matching Gifts &
Dollars for Doers and Annual
Community Champion Award
• Collaborate with our people and partners to
support the communities in which we work,
• Volunteer hours and employee
participation
2015 CR&I PRIORITIES
OUR PEOPLE
OUR MARKETS
OUR WORLD
EMPLOYEE ENGAGEMENT
• Ensure 50% of employees achieve level 1 D&I badge
• Create employee development and sponsorship
program to increase ethnic and racial diversity
• Increase BRG & GVNs with focus in GGO regions and
locations with high employee populations and in key
customer areas
• Promote “My Community” portal as premier resource
for philanthropic transactions and CR programs
• Host global awards program to recognize and reward
volunteerism
• Increase use of BRGs and GVNs in recruitment efforts
• Launch efficiency campaign targeted at employees,
“Steps to a Smaller Footprint”
LEADER ENGAGEMENT
• Increase participation in Unconscious Bias course
• Workshop on race/ethnicity for senior leadership
• Provide additional transgender resources and
information
• Discuss D&I priorities with each BU
• Work with BUs to better define and assess targets for
diverse senior leadership teams
WORKPLACE INITIATIVES
• Ensure workplaces accessibility for people with
disabilities and reasonable accommodation policy is
communicated to all locations
• Launch “Green Month” with a focus on driving
employee engagement in our sustainability programs
all year long
• Demand diversity within our early career programs and
track results
• Continue with diversity in succession planning &
diverse candidate slates; review progress annually
• Broaden the knowledge and resources around diverse
interview panels and recruitment best practices
CUSTOMER ENGAGEMENT
• Create meaningful client connections
through value-added services in
partnership with our GBDs
• Utilize sustainability site for C-level
customer engagement
PRODUCT DEVELOPMENT
• Shape new content and products for
diverse markets and highlight the
connections between performance and
inclusion
• Influence internal product development
to ensure inclusion (non-binary gender
and accessible colors and fonts)
EXTERNAL POSITIONING
• Identify opportunities to showcase our
thought leadership to diverse
communities through conferences and
research
• Reduce costs and increase brand
exposure through offering in-kind
services (Convene, etc.)
• Target reach and placement of CR&I
Report
WORKPLACE INITIATIVES
• Audit supplier diversity numbers to set
the foundation for a US Supplier
Diversity program
EMPLOYEE ENGAGEMENT
• Support our world through active
employee engagement inclusive of
MyVolunteering, MyMatching, and
redesigned Community Champion
Awards
• Host signature program to engage
employees in community support,
THOUGHT LEADERSHIP
• Continue to promote and feature the
products within Thomson Reuters that
contribute to a more sustainable world
(sustainability.thomsonreuters.com,
Asset4, World-Check)
• Work in partnership with Collectively
to create awareness around
sustainable practices
• Develop white papers and sponsored
research papers in areas of diversity &
inclusion and sustainability
WORKPLACE INITIATIVES
• 1% Reduction of CO2 emissions
throughout 2015
• Develop consistent responses around
our responsible business practices for
customer RFPs
• Secure a fuel efficient fleet in India
CR&I ORGANIZATIONAL STRUCTURE & ALIGNMENT
PATSY DOERR, GLOBAL HEAD
CR&I
Yrthya Dinzey , Snr .Director
Strategy, Governance and
Environment
Rachel Moseley
Reputation
Supply Chain
Charlie Moleski
Environmental
Facilities
Management/Efficiency
Roko Rumora
Laura Jachino, Manager
Community & Operations
COMMUNITY
Nithya
Lingham
ESG Collaborations
(TRCRI, D&I Index,
etc)
Global Volunteer Network &
Green Teams
Team Ops
Budgets
Philanthropic
Programs
Payroll Giving, Matching
Gifts , Employee
Recognition
Dashboard
DIVERSITY & INCLUSION
Project Coordination
BUSINESS DEVELOPMENT
Supplier Diversity
Geoffrey Williams
BU Specific Initiatives
Training
Rashmi Vikram
D&I Events-Internal
Client & Partner
Opportunities
Corporate In-Kind Services
Product Development
SUSTAINABILITY (External)
Thomson Reuters Sustainability
Website
Subarna Malakar, Director
Asia Region
Positioning & Sponsorships
Regional Community
Programs
D&I Talent Initiatives
Tim Nixon, Director
Sustainability
CR Report
OPERATIONS
Kimberly Greene
Livia Konkel, Director
Global D&I and Business
Development
Thought Leadership
Governance
Big Idea/ Social Innovation
Sheila Snapp
STRATEGY & GOVERNANCE
ENVIRONMENT/CO2 (Internal & Efficiency)
Thought Leadership
External Events, Client & Partner Opportunities
REGIONAL IMPLEMENTATION - ASIA
CR&I
BRGs (Globally)
Justin Jin Fan
PARTNERS
Internal Communications
Public Affairs & Community Relations
Global Brand Marketing
Corporate Affairs
Talent & Development
Foundation