DIVERSITY Progress and continued commitment to a more diverse and inclusive Thomson Reuters INCLUSION In 2020, we established aspirational goals for diversifying our Black talent and achieving diverse candidate slates for executive senior leadership (director and above). In 2022, we continued to recruitment. This was offset by attrition of existing talent in an increase the representation of racially/ethnically diverse talent extremely competitive talent market in 2022. Focused actions to in senior leadership. Racially/ethnically diverse representation in support growth and improve retention include highlighting Black senior leadership increased by 2% year-over-year and the number high potential talent in CEO talent reviews, stay interviews, career of Black employees in senior leadership increased by one year-over- coaching and opportunity matching, and mentorship by executive year. The representation of women in senior leadership remained team members. 昀氀at year-over-year. While we did not ultimately achieve our representation goals We have successfully increased Black senior executive hiring as in 2022, we are re-committing to them in 2023. a result of focused efforts to establish relationships with senior Goals 45% or more women in 20% or more racial/ethnically diverse Double our Black talent in senior leadership roles talent in senior leadership roles senior leadership roles (60) 2022 41%women in 18% racial and ethnically diverse 38Black employees in Year End senior leadership roles talent in senior leadership roles senior leadership roles (Flat YOY) (+2% YOY) (+1 YOY) Additional information and data can be found at the end of this report and in the extended data sheet. Early career programs focused on historically underrepresented talent segments At Thomson Reuters, we help professionals advance their To help ensure diversity in our ranks, we’ve spearheaded several the launching of the internship program in Brazil focused on businesses and gain competitive advantage with the trusted new initiatives focused on recruiting interns from historically black talent. We’ve also continued to grow our Autism Spectrum answers only we can provide. To do that, we need to be able underrepresented talent segments. These include our new Black Internship program in India, which is now entering its third year to walk in our clients’ shoes to understand all facets of the Employee Network (BEN) Europe Black Internship Scheme, to include anyone with an intellectual disability and has already challenges they face. It is critical, then, that our people also re昀氀ect which is designed to create a pathway for Black talent in the UK, added more than 40 new interns and six full-time employees onto the diversity of thought, culture, and perspective that exists in the a new internship in Manila focused on recruiting members of our team. communities in which we work. the LGBTQIA+ community and individuals with disabilities, and 19 REUTERS/Athit Perawongmetha