Nick Creswell, Thomson Reuters VP, Performance and Talent Management, has been named as one of the world’s top 100 out and proud LGBT (Lesbian, Gay, Bisexual & Transgender) business leaders, in a list compiled by OUTstanding and published by The Financial Times.
Nick’s global outlook began in his childhood: he lived in 16 homes by the age of 16 – moving everywhere from Hong Kong to Denmark as he followed his Army father’s career. He developed a lifelong love of travel, and has worked for global companies such as Google, Korn/Ferry and United Biscuits before arriving at Thomson Reuters in 2009. Here are five things to know about Nick:
Nick believes companies have a big role to play in supporting LGBT employees. “Even in the UK, one in four LGBT people aren’t out to their colleagues, and three in four don’t come out to their customers,” he says. “This means they might cover up things about themselves such as who their partner is, who they spend time with at the weekend, whose photo they have at their desk. Whether someone chooses to come out is a personal choice – but all of us deserves an environment where we can be ourselves.”
“When I started work 20 years ago, I never thought I’d be out in the office. Now in the UK we’ve got equal marriage, adoption rights and partner benefits. It’s taken strong role models, and campaigning by so many people to change things. We’ve come a long way here – but as there are still over 70 countries where it’s illegal to be gay, and seven where it’s punishable by death, globally we still have a long way to go. Progressive, global organisations such as ours and those named in the LGBT leaders list will play a part in change.”
Nick’s greatest passion is LGBT equality. “I remember 25 years ago when it was normal for politicians in the UK to make derogatory speeches about LGBT people. We had the notorious law Section 28, which banned teachers from counselling gay students. I was a teenager then, and the debate made me determined to change things. I enjoy being involved in our Pride At Work Network: it’s a great network of people who want to create an open, inclusive environment in all our offices. I firmly believe we all have a role to play in making this happen for everyone – regardless of their location, sexual orientation or gender identity.”
Ideal dinner guests
Hergé (creator of Tintin) “who I loved as a boy – he inspired curiosity about the world and still makes me laugh”, Kate Bush, and the recently-deceased author Doris Lessing “who challenges me to think differently about life”. Plus, “of course, my husband – also called Nick – who’s a great cook and an excellent host”.
Outside of office hours, you’ll find Nick running in Regent’s Park, London, which is near to his home, or in the park’s rose garden. He follows the trail up to the Primrose Hill for “the amazing nature right in the middle of London, and the best view of this wonderful city”. He also loves to travel and returned this week from a trip to Tahiti where he “swam with rays and sharks in stunning blue lagoons.”
Cooling growth in China and an economic trouble in Europe are adding to pressure on the Bank of Japan and the government to step up policy support as the economy struggles to recover from the pain of an April sales tax hike. Today’s graphic contains seven charts on key economic indicators of the Japanese economy.
At Thomson Reuters, we are trusted for the decisions that matter most, empowering customers to act with confidence in a complex world. Our intelligent information starts with talent. Businesses and professionals all over the globe rely on the people of Thomson Reuters to transform knowledge into action, so they can shape outcomes on the world stage. That’s why we’re showcasing some of our employees that help deliver solutions that enable our customers to do amazing things. Read the brief interviews below and check out the entire series here.
David Bernard – Head of Product Strategy, Banking & Research (F&R)
What do you see as the key to successful innovation?
What is the best leadership tip you’ve learned in your career?
From a general when I was in the army: “Leadership consists of getting someone else to do something that you want done because he wants to do it.”
What is something you’ve done that people said you couldn’t do?
Run five marathons in the Alps in five days.
Apple posted better-than-expected revenue yesterday on the back of a record iPhone launch that saw 39 million of the smartphones sold in the September quarter. Last week, the company introduced its new iPads. We already took at look at how the iPad Air matches up against its competition. Today we scale it down a bit to see how the iPad mini compares to its major competitors on the market.
Trust plays a key role in TransferWise. If you just picked someone at random you wouldn’t trust them to take your money and then pay you in another country. So why would you trust a start-up to do it?
TransferWise works by matching money flows. Money doesn’t move between countries every time someone wants to make a transfer. Instead, the system relies on someone wanting to move money from, say, London to Paris at about the same time as someone else wants to move money from Paris to London. So, overall the sums balance out and you can just make the two transfers within each country. The result is a process which is faster, cheaper and easier than the banks – a strong incentive to those thinking of trying out the service.
It all started after Taavet Hinrikus moved to London from Estonia. He was still working for Skype and had to do the ‘walk of shame’ to stand in the long queue at the bank in Estonia and get his wages transferred to the UK. When his money eventually arrived it was much less than he expected from looking at the mid-point exchange rate. Instead, he was able to find a friend who wanted to transfer money from the UK to Estonia and they could just ‘swap’ the money. The leap to TransferWise was the realization that this was a problem faced by millions of people, with trillions being transferred every year.
How pensioners took the leap of faith (more…)
I am lucky to be writing about a topic that I am sincerely passionate about. Lucky because I have the commitment from our organization to focus on it. Lucky because I am a female leader at Thomson Reuters and can be an example and role model to others. So, I would like to begin a much-needed discussion on the topic of diversity and inclusion.
No doubt you have seen the stats and headlines. The lack of diversity in the media, and especially in journalism, is a matter of concern. It should come as no surprise to anyone that taking diversity seriously these days is essential to being competitive, especially for a global news organization like Reuters.
Diversity in background, skill set, perspective, and how one thinks and processes information is a tremendous value to our company. It’s essential in helping us provide society with the news it needs and our efforts to become the greatest news organization in the world. If we don’t have a diverse news file that reflects the world we live in, we won’t remain relevant to our customers. Today, leveraging knowledge, culture and style is essential to growing any business.
The intent of our diversity efforts is to expand our reach, our mindset and continue to create an open and inclusive environment. This does not mean hiring or promoting individuals just because they are diverse. Merit should always be the determining factor. However, we can’t ignore the invisible headwinds and tailwinds that enable some and prevent others sometimes based merely on how they look or on how society has historically defined them. We must open our eyes to these barriers and remove them where possible. Are we stopping to consider why we are making certain hiring decisions or why some people are rising faster than others within the organization?
The business issue is simple – we’re a people business and we need the best. My experience has taught me that in order to achieve sustainable high performance, employees need to be who they are, and express themselves openly and with confidence.
The moral issue is also clear to me. I can think of no good reason why we shouldn’t be providing opportunities and fostering a supportive, open environment to any and all talented and qualified people regardless of their gender, ethnicity, sexual orientation or background.
Discussing the facts and lack thereof
As an industry, we could be doing better when it comes to diversity. For example, data from the 2014 census released the American Society of News Editors and the Center for Advanced Social Research, revealed a higher proportion of men vs. women in journalism roles, especially at more senior, supervisory levels. And the percentage of minority journalists has remained between 12 and 14 percent for years. Globally, the situation is not much different, and you won’t be surprised that Reuters is not an exception. (more…)