Sustainable Operations

While we realize that reinsurance does not have the same impact on the environment as an industrial activity, we believe that achieving sustainability means looking at every aspect of how we live, work and operate through the lens of environmental soundness. For SCOR, this means carefully assessing and managing the environmental impact stemming from all of our operational processes, including office management, business travel and even office equipment.

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Offices, Energy and Emissions

Because of our global reach and presence, SCOR conducts its operations from office buildings of varying size that we own or rent in around thirty countries. The Group integrates environmental considerations when selecting these offices, in particular the office buildings we intend to acquire, favoring sustainable or eco-responsible construction. For example, we buy buildings in core locations in Paris, or very close to the city, and completely restructure them with resilient materials following high energy-efficiency standards. In this way we turn brown square meters into green ones. When we sell these green buildings, we initiate a new cycle of green value creation. 

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Whether for design, construction or renovation, SCOR is particularly attentive to obtaining energy-efficiency and environmental certifications. The Group also puts in place environmental management systems where possible. The Paris offices are certified ISO 14001, a high international standard. Some 53% of the Group’s employees are covered by an environmental management system.

The careful management of the Group’s energy consumption includes the purchase of energy from renewable sources. Most of the energy consumed at our worldwide sites is in the form of electricity (65%), with renewables accounting for 67% of those purchases.

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As part of our “Quantum Leap” strategic plan, SCOR will reduce its carbon intensity per employee to 30% by the end of 2021. The Group uses carbon credits to offset the remainder of emissions. 
Finally, we are working to reduce the use of single-use plastics in our offices, particularly the largest ones in terms of staff and size, such as Paris, London, Cologne, Zurich and Singapore. 

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Banking on Human Capital 

At SCOR, we firmly believe that human capital is critical to our success and that diversity and inclusion are key assets. Through a globally harmonized human capital strategy, we ensure that all our employees benefit from a working environment that reflects our values. 

SCOR’s Code of Conduct emphasizes integrity, compliance, professionalism and responsibility in all aspects of business conduct. 

Our Code of Conduct also addresses important business ethics issues, such as business confidentiality, insider information, and rules relating to the acceptance of gifts and invitations. This Code is embedded in the Group’s human capital management cycles and reinforced through training for new and continuing employees. 

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SCOR
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Promoting Diversity, Wellbeing and Engagement

SCOR aims to retain talented employees by facilitating work-life balance and by offering an innovative, inclusive and flexible work environment. We are proud to employ people who care about each other, their community and society as a whole. SCOR supports social and environmental commitment among our employees and encourages our teams to get involved in their communities. 

The Group’s Diversity and Inclusion policy promotes equal treatment of men and women. We also pay close attention to creating and maintaining the conditions necessary for a collaborative working environment among diverse nationalities, age groups and cultures. SCOR relies on proactive internal communication to help change negative and unconscious biases towards people with disabilities, to inform employees in this group of their rights, and to offer tools and solutions to ensure their full integration. 

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Emmanuel Joffre
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The Group is proud to employ people who care about each other, their community, and society as a whole. We do everything we can to encourage these attitudes in our employees and to empower them to make a difference.

Author name
Emmanuel Joffre
Author position
Group Head of Human Resources