Care in Action: How SCOR Supports Parents Across the Globe
May 22, 2026
SCOR’s corporate values were defined with input from employees across the organization, to reflect the values that genuinely matter to our people. These five values – Collaboration, Care, Integrity, Courage, and Open Minds – help guide our actions, decisions, and the way our collaborators support one another at the office and beyond.
For many of our employees, SCOR’s values have shown through in how they felt supported in one of the most important moments in their personal life: becoming a parent. At SCOR, supporting employees through this transition goes beyond policy, it reflects a core value: Care. By signing the Parenthood Charter and through ongoing awareness initiatives like the recent internal conference around supporting caregivers, SCOR has committed to fostering a workplace that allows parents to thrive both professionally and personally. But how does this commitment translate into real experiences?
Through the stories of Chrystelle Martin, based in Sydney, and Mark Sissons, based in New York, we see how SCOR brings Care to life across regions, cultures, and family situations, ensuring parents feel supported before, during, and after parental leave.
Supporting Parenthood, Wherever You Are
Chrystelle Martin, a Personal Assistant and Marketing Coordinator, has been with SCOR for over 16 years, working across Paris, London, and now Sydney. When she prepared to take maternity leave, she describes feeling genuinely supported from the outset.
Chrystelle took the initiative to document key processes and create clear checklists to support the colleague stepping into her role. From the moment she shared her news to her return to work, her team remained present, regularly checking in, offering reassurance and encouragement, and showing flexibility, including the possibility to work from home, especially towards the end of her pregnancy. This support continued during her maternity leave, with colleagues staying in touch, visiting her, and even bringing food. This continuous attention helped her feel understood, supported, and valued at every stage.
“People checked in on me, came to see me, and made sure I was doing well, that kindness and compassion meant a lot,” she says.
For Mark Sissons, a Casualty Treaty Underwriter in New York, becoming a father highlighted just how essential parental leave can be, particularly for fathers in the US where paternity leave is not always a given. SCOR’s policy allowed him to take eight weeks of paid paternity leave, ensuring meaningful time with his family.
“What I once saw as a ‘nice to have’ turned out to be absolutely crucial,” Mark says. “That time allowed me to fully support my wife and bond with my daughter.”
From Policy to Practice: The Parenthood Charter in Action
By signing the Parenthood Charter from the Observatoire de la Qualité de Vie au Travail (Observatory for Quality of Life at Work) in 2023, SCOR committed to:
- Creating a supportive work environment for all parents
- Adapting work organization to support work‑life balance
- Ensuring non‑discrimination during key life stages
Both Chrystelle’s and Mark’s experiences show these principles in action.
Mark recalls how his team and manager were not only understanding but enthusiastic about his leave. “There’s never a perfect time to step away in reinsurance,” he says. “But my team made it clear that family comes first.”
His colleagues ensured continuity of business, communicated clearly with clients, and encouraged him to fully disconnect. The result was a smooth return when his parental leave came to an end and a renewed sense of focus.
“When I came back, everything had been handled. I felt refreshed, supported, and ready to go” he says.
Care That Goes Beyond the Basics
Care at SCOR is not only structural, but also cultural.
For Mark, that meant a workplace baby shower, an e‑card signed by colleagues, and countless messages of encouragement. “Those small gestures make a huge difference,” he says. “They stay with you.”
For Chrystelle, Care showed up through understanding, patience, and trust during her reintegration. Returning to work after maternity leave can be challenging, but having a team that actively checks in and adjusts expectations creates a welcoming environment.
“The team made everything easier,” she explains. “They gave me time to readjust and showed real compassion.”
Why Care Matters
Supporting parents is not just about the present moment, it’s about long‑term wellbeing, engagement, and inclusion. Both Chrystelle and Mark emphasize how protected time away from work allowed them to fully focus on their families, making their eventual return smoother and more sustainable.
As Mark puts it: “The most important thing you can give someone is your time. You never get those moments back.”
Chrystelle shares similar advice for anyone considering parental leave: “Give yourself permission to fully step away and focus on your child. Work will be there when you come back.”
A Workplace Where Families Belong
Across different continents and circumstances, one message is clear: SCOR’s Care is not abstract. Through inclusive policies, supportive teams, and a culture grounded in trust and empathy, SCOR creates an environment where parents can feel seen, supported, and valued.
This commitment is further reflected in SCOR’s HR roadmap, where caregiving has recently been identified as a strategic flagship. In the coming months, SCOR aims to continue strengthening a Group‑wide caregiving culture built around three pillars:
- Flexibility, with organization‑wide guidelines on work arrangements expected in June 2026
- Managers, by equipping leaders with tools, knowledge, and mandatory training to better support caregivers and raise awareness
- and Workplace Cohesion, through the creation of a caregiving community where employees can connect, share experiences and practical advice, and support one another collectively.
Chrystelle and Mark going out with their daughters