EXTENDED DATASHEET Workforce diversity and engagement Activity metrics Accounting metric Code Disclosure Accounting metric Code Disclosure Percentage of gender and racial/ SV-PS-330a.1 Executive management - male | female: 55% | 45% Number of employees by: SV-PS-000.A Thomson Reuters has 25,200 employees stationed throughout the world. 15,100 come from the ethnic group representation for All employees - male | female: 53% | 47% (1) Full Time and Part Time Americas, 6,800 come from the Asian Paci昀椀c region, and 3,300 come from the European, Middle (1) executive management Executive management - white | racial/ethnic diversity: 68% | 17% East, and African regions (EMEA). All employees - white | racial/ethnic diversity: 69% | 24% (2) Temporary (2) all other employees At Thomson Reuters, we are focused on fostering an Inclusive Culture of World-Class Talent. To (3) Contract bring this to life, we are continuing to intentionally embed diversity and inclusion across all that Employee hours worked, SV-PS-000.B Not currently disclosed we do, including how we: percentage billable • Attract, retain, develop, and 昀氀ow diverse talent at all levels and across our diverse talent pipeline Professional integrity • Foster an inclusive work culture in which all talent can thrive, feel valued and respected, and Accounting metric Code Disclosure grow their careers • Lead through inclusive product design and customer experiences Description of approach to SV-PS-510a.1 The Thomson Reuters Code of Business Conduct and Ethics (Code) sets out the standards we • Partner with our customers to drive this work in the markets in which we operate ensuring professional integrity expect our employees to follow. It requires Thomson Reuters employees to conduct themselves and our business at the highest ethical standards, with integrity, and within guidelines that In addition, we continue to strive towards three diverse talent representation goals to help prohibit actual or potential con昀氀icts of interest or the perception of impropriety. The full text of address disparities in our leadership teams. These goals include: the Code policy is provided here. • 45% or more women in senior leadership roles Thomson Reuters Trust Principles are fundamental to our entire business and guide all actions • 20% or more racial/ethnically diverse talent in senior leadership roles of Thomson Reuters employees. The Trust Principles are published here. The Trust Principles • Double Black talent representation in senior leadership roles include a requirement that the integrity, independence, and freedom from bias of Thomson At the close of 2022 across our senior leadership teams, we had 41% women representation, Reuters shall at all times be fully preserved, as well as other principles. 18% racial and ethnic representation, and 38 Black talent. To drive continued progress, we are Thomson Reuters ethical values and our resulting approach to the way we do business are focusing on talent mobility, retention, leadership development, and accountability to meet the re昀氀ected in the Thomson Reuters Code of Business Conduct and Ethics. Our Supply Chain Ethical current and forward-looking needs of our organization and customers. The key to achieving Code applies to our suppliers worldwide and seeks to encourage comparable standards of these goals is our focus on driving further inclusivity, growing a strong pipeline of diverse behavior, driving commitment to ethical improvements through our supply chain. talent, providing equitable access to opportunity, and being intentional in removing bias in our workplace. Total amount of monetary losses SV-PS-510a.2 Not currently disclosed as a result of legal proceedings (1) Voluntary SV-PS-330a.2 Not currently disclosed associated with professional invo integrity (2) luntary turnover rate for employees Employee engagement SV-PS-330a.3 At Thomson Reuters, we all have a shared responsibility to do business in ways that respect, as a percentage protect, and bene昀椀t our customers, employees, communities, suppliers, and environment. Our voluntary, employee-led engagement groups help us achieve these goals. Business Resource Groups bene昀椀t both our employees and the company’s business goals. Global Volunteer Networks help drive volunteering efforts across our locations, by arranging volunteering activities, supporting local projects, and developing long-lasting relationships with community partners. Green Teams arrange knowledge sharing events on sustainable topics and look for ways we can change our consumption of resources. While we do not measure employee engagement in percentage terms we measure and disclose other engagement and inclusion metrics. In 2022 our employees volunteered over 68,000 hours of service and committed nearly $1.4m in matching gift and volunteer grant donations. Employees also received 445,000 total hours of training, averaging 17.6 training hours per employee.