Count Me In at Thomson Reuters

The Count Me In initiative encourages employees to share attributes including race, ethnicity, disability, gender identity, and sexual orientation.

This is completely voluntary and not required of our employees. Ultimately, this data provides a more complete view of the diversity of Thomson Reuters and provides us with insights that power our diversity and inclusion strategy — including opportunities to improve equity and belonging, increase diverse representation, and drive further accountability for progress towards our talent goals. In addition, by encouraging employees to self-identify, we’re removing stigmas, raising awareness, and creating space to celebrate our differences.

Response to the program has been incredibly positive and we have continued to expand the countries in which our employees can voluntarily share this information with us — including a new category for religion in select countries, allowing our employees to share this important part of their identity. Compiling better diversity data also helps in building a more inclusive newsroom, as referenced in the 2022 Reuters Newsroom Diversity Report.

We continued to invest in and make progress on three key initiatives referenced in our 2021 report. We grew the completeness of our voluntary self-identification data by 10% through our internal Count Me In initiative, further strengthening our global talent insights and informing our efforts to increase D&I at Thomson Reuters. We continued to highlight our Breaking Bias program and enroll new and existing employees in this enterprise training, resulting in 66% global employee completion. Through Ten Thousand Coffees, our digital platform that democratizes access to social learning, networking, and mentorship, over 16,000 meaningful connections were made by colleagues across the world through one-on-one coffee chats and leader-hosted office hours.