Following the publication on January 9, 2019, of the French “Workplace Gender Equality Index” decree, which is designed to identify any unjustified pay gaps between men and women, SCOR has calculated its index score based on five indicators, which are set out below. The results obtained enable us to measure the effectiveness of the policies in place at SCOR in France in terms of male-female equality, a minimum of 75 points out of a possible 100 being required by French law.


  • Pay gap between women and men (based on SCOR salary grades rather than on socio-professional categories) - maximum score 40 points
  • Gap in the distribution of pay rises between women and men (excluding promotion) - maximum score 20 points
  • Gap in the distribution of promotions between women and men - maximum score 15 points
  • Pay rises on returning from maternity leave - maximum score 15 points
  • Number of employees among the top ten earners whose gender is under-represented in that group - maximum score 10 points.

For 2020, the Group’s score is 90/100.


This new score confirms the relevance of the initiatives already implemented by the Group, which remains engaged with all issues relating to gender balance.



The Gender Pay Gap Regulations, otherwise known as the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 came into force in the UK in April 2018. The regulations require all private and voluntary-sector employers with 250 or more employees to publish data on their gender pay gap. 


The Gender Pay Gap should not be confused with an inequality pay report. It analyses more elements than base pay such as allowance and variable pay. It requires to understand the causes behind the gap beyond compensation: equal opportunities, talent development and management, recruitment, HR policies, Inequalities linked to market characteristics, societal changes…


Gender Pay Gap report 2020