SCOR joins the Women Empowerment Principles
Established by the UN Global Compact and UN Women in 2010, WEPs are a primary vehicle for corporate delivery on gender equality dimensions
We are proud to announce SCOR has joined the Women Empowerment Principles (WEPs) in October. This initiative constitutes a set of 7 Principles offering guidance to business on how to promote gender equality and women’s empowerment in the workplace, marketplace and community.
|Principle 1: High-level corporate leadership|
|Principle 2: Treat all women and men fairly at work without discrimination|
|Principle 3: Employee health, well-being and safety|
|Principle 4: Education and training for career advancement|
|Principle 5: Enterprise development, supply chain and marketing practices|
|Principle 6: Community initiatives and advocacy|
|Principle 7: Measurement and reporting|
Established by the UN Global Compact and UN Women in 2010, WEPs are a primary vehicle for corporate delivery on gender equality dimensions of the 2030 agenda and the United Nations Sustainable Development Goals.
These Principles reflect SCOR’s roadmap as most of them corresponds to actions and initiatives already implemented by the Group. On the occasion of the final step of the procedure to join the initiative, Laurent Rousseau, the Chief Executive Officer of SCOR, declared that “Building a strong pipeline of senior female talent is crucial to ensure women’s empowerment in the workplace. SCOR’s involvement in the UN WEP will help strengthening its new roadmap on gender diversity and reach the ambitious targets set for 2025”.
In 2016, the Group has notably created SCOR International Gender Network (SIGN), a network animated by volunteers throughout the Group that proposes a range of events and activities, both at Group level and in each hub, in favor of gender diversity. In Paris, the network involves 210 members - amongst which 65% women - that are engage in incubating ideas to promote diversity and inclusivity throughout the Group. They notably worked on integrating unconscious bias trainings in HR programs, organising conferences with inspiring women, and setting up safe spaces to share experiences and best practices to encourage inclusive behaviors. In 2021, SCOR went a step further by changing SIGN into SIGN+ (SCOR Inclusive Global Network) to address not only diversity but broader D&I topics such as Mental health awareness, Pride celebration, Disability and Neurodiversity, Black history month, and many others.
The adhesion to the WEPs will finally lead to a better recognition of SCOR’s efforts to address gender diversity, inclusion and equal treatment - three essential objectives of its human capital management policy – and testifies the willingness of the Group to push further the targets set on these topics.