INSIDE THOMSON REUTERS
A day of healing: #StopAsianHate
This message was sent to all Thomson Reuters employees on March 26, 2021.
Today is the anniversary of the passage of the Naturalization Act of 1790, which prohibited non-white people from becoming citizens of the United States. This day was chosen by the Congressional Asian Pacific American Caucus as a day of action and healing in the U.S., forming one part of long overdue efforts to stop Asian hate. The day reminds us that discrimination is part of our collective history and must be tackled head-on, everywhere.
I felt the need to write today for several reasons.
First, to underscore that reports of anti-Asian violence have increased by 150% in major U.S. cities over the past year and this issue needs to be called out. A worldwide vigil is being held at 7:30pm EDT for people who would like to take part in remembering lives lost – or to simply share your commitment to #StopAsianHate.
Second, to be clear that we at Thomson Reuters will not tolerate any form of discrimination, anywhere. Our company will continue to be unequivocal about this. Last week, we issued a public statement again affirming that Thomson Reuters condemns racism, discrimination and hatred in all of its forms, and we’re disturbed by the ongoing violence against Asians and Asian-Americans.
Thomson Reuters condemns racism, discrimination and hatred in all of its forms, and we’re disturbed by the ongoing violence against Asians and Asian-Americans.
I also wanted to show my personal support for our colleagues who have been affected directly and indirectly by discrimination in all its ugly forms. Perspectives shared last week by many of them had a profound impact on me. When we hear our colleagues speak of despair, fear and anger, it is our duty to listen, support and speak out – particularly when our personal experiences differ.
The accounts last week of women being murdered in Atlanta where they work were sickening. This impacted our people deeply. Many of our colleagues are fearful for their safety – and for the safety of their friends and families. Then, this week, we again read reports of senseless murders in Boulder, Colorado. The situations are different, but both are heart-breaking. We can and will do more to address the root causes of hatred.
Inclusion is one of those areas. We have made fostering an inclusive culture one of our top three global priorities. All employees and leaders are expected to help us make that real. We are taking this beyond the boundaries of our company and to the global business community.
Last year, we affirmed our commitment to global action, signing this statement delivered to the UN General Secretary. The statement includes a commitment to “addressing systemic inequalities and injustices through inclusive, participatory and representative decision-making at all levels of our business… [and] partner[ing] with the UN, Government and civil society to strengthen access to justice, ensure accountability and transparency, provide legal certainty, promote equality and respect human rights.”
In addition, we are working with the Large Firm Anti-Racism Alliance to dismantle the legal foundations of systemic racism. The LFAA was formed and grew fast in the wake of George Floyd’s killing last year with the help of our employees and customers. Now more than 280 top law firms have signed up to actively participate. Our own employees have been at the heart of this effort, providing HighQ to help organize – and our colleagues in Product designed the website.
All change requires intentional effort – over time – to move society forward. Today, however, I join with colleagues globally in the simple act of stating that these pervasive issues need our focus, to affirm that our company will continue to participate and to invite us to speak with one another openly about how these issues impact our friends and colleagues.
Together, we will fight racism and help to bring forward lasting change.
Mary Alice Vuicic
Chief People Officer
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