Thomson Reuters provides professionals with the intelligence, technology and human expertise they need to find trusted answers.
With more than 45,000 professionals in over 100 countries, Thomson Reuters is enabling professionals in the financial and risk, legal, tax and accounting, and media markets to make the decisions that matter most, all powered by the world’s most trusted news organisation.
Our company history dates back to 1799, when Sweet & Maxwell legal publishing was founded in London. In the 1850s Paul Julius Reuter founded a media empire and in the 1930s Roy Thomson acquired his first newspaper in Canada. In the 1980s, Thomson Newspapers merged with International Thomson to form The Thomson Corporation. In 2008, The Thomson Corporate and Reuters Group PLC combined to form Thomson Reuters.
What makes Thomson Reuters such a special place to work?
Find out what makes Thomson Reuters a special place to work here.
How do you embrace Diversity at Thomson Reuters?
We believe our strength as a business is derived from the talents, ideas and experiences of our people. We know that an inclusive workplace is one where all employees are valued regardless of difference, have access to the resources and opportunities to reach their full potential, and invest in their local communities. 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.
Do you have an internal women’s network at Thomson Reuters?
- The [email protected] Reuters Business Resource Group (BRG) strives to develop the talents and champion the contributions of female employees, thus promoting women as equal partners in the success, achievement, and profitability of Thomson Reuters.
- Women in Finance Charter
- Commitment to increasing female representation in senior leadership roles
What benefits or reward programmes do you provide for employees (eg Maternity, Bonus schemes)?
- Flexible Working
- Variable Incentive Pay
- Employee Stock Purchase Plan (ESPP)
- Pension Scheme
- Cycle to Work Scheme
- Employee Assistance Programme
- Gym Subsidy Scheme
- Your Wellbeing
- Career Milestone Awards
- Childcare Vouchers
- Employee Discounts Program
- Travel Loan
- Emergency Back-Up Care
- Professional Subscriptions
- Charitable Donations
- IVF Leave
- Adoption Leave
- Education Leave
Do you provide training for your staff?
Learning at Thomson Reuters
It’s a new world of learning at Thomson Reuters, one that harnesses your unique perspectives to build a platform for shared insights. No matter where you are in your career, the company or the world, you have plenty to contribute. It’s through the combined experience of everyone at Thomson Reuters that we are able to build a strong culture of learning.
We’ve created learning and development opportunities for everyone. Whatever your learning needs, there is something here for you. Bring your curiosity and motivation. We help you reach your full potential. These learning resources serve everyone: employees, managers, senior leaders, executives, sales managers, emerging leaders, and women leaders.
Tell us a little about your values and how these are evidenced in working practice?
- Trust – We act with integrity and independence by holding ourselves and each other to be ethical and reliable in all we do.
- Uphold the Trust Principles of integrity, independence, and freedom from bias.
- Ensure accuracy and completeness in our delivery of products and services.
- Act ethically and with transparency
- Show consistency between what you say and what you do
- Innovation – We innovate to serve our customers, drive our growth and win in dynamic business environments.
- Try new things and learn from them, be curious
- Act boldly and capture new opportunities by anticipating customer needs
- Challenge the status quo to find better ways to do things
- Speak up, share ideas and encourage others to do the same
- Partnership – We work together, with each other, with our customers and with industry partners to deliver superior results and experiences.
- Work with others to develop joint solutions and break down internal barriers
- Assume positive intent in working with others. Our competitors are external.
- Share ideas and resources across the company for scale and impact. We all manage resources and not own them
- Build effective relationships with colleagues and industry partners to enable others to be successful
- Performance – We deliver results, excelling at work that positively impacts the world.
- Own our results, act with urgency and make it happen
- Reduce complexity
- Excel at execution
- Deliver and seek timely, candid, actionable feedback
What is your approach to flexible working?
The Company supports the use of flexible work arrangements because it promotes the work-life balance of our employees, and improves productivity, retention and customer satisfaction. Types of Flexible Working include:
- Work from Another Location Full or Part-time (Telecommuting): This type of arrangement permits employees to work all or part of their working week at a location remote from the employer’s workplace, either in another office and/or from home.
- Compressed Hours: Working compressed hours enables an employee to work the same number of hours per week in fewer days. The central feature is reallocation of work into fewer and longer blocks of time during the week.
- Reduced Hours (Part-time Work): Working reduced hours results in an employee working less than full time hours. Examples of part time work arrangements include:
- Working a reduced number of hours per day, five days per week
- Working normal hours a day, less than five days per week
- Job Share: Job share is a form of part time working where two (or occasionally more) people share the responsibility for a job between them. Employees benefit from reduced hours while providing continuous coverage for the role.
- Variable Work Hours (Flex Time): Variable work hours enable fluctuating starting and ending times during the workday, with the normal number of hours per week remaining the same for the employee. These types of arrangements may vary from staggered working hours to arrangements in which employees may arrive and depart as they wish, provided their work is completed. Most variable hours arrangements involve the use of ‘core hours’ during which all employees must be at work (e.g. 10am-3pm).
Are there any statistics that you are particularly proud off, eg number of women on your board, attrition rates, number of awards won?
- Stonewall Top 100 Employers 2017
- Glassdoor Best Places to Work 2017
- Top Employer in the UK 2017
- Top Companies for Women Technologists 2016
Watch the video below to find out more about Thomson Reuters