By 2030, global demand for fresh water could outstrip supply by more than 40% if no changes are made to how we manage water. Junaid Seria, Head of Cat Model R&D and Governance, takes us through Cape Town’s “Day Zero” scenario and the lessons for at-risk Cities around the world.
Three SCOR experts - Dominique Bruneau-Dansan, Elise Lheureux and Elsa Renouf - have been nominated in the 2018 “Trophées de la femme et de la diversité” (Women and Diversity in Insurance Awards), organized by L'Argus de l'Assurance.
Prostate cancer is the most commonly diagnosed cancer in men, and the 2nd leading cause of male cancer deaths. As part of Movember, Men’s Health Awareness month, Dr. Richard Braun, Chief Medical Director at SCOR Global Life in the Americas, discusses advances in the detection and treatment of this widespread disease.
Through a culture based on individual and collective performance, SCOR promotes expertise and excellence, with a particular focus on individual career management
Our human capital is our n°1 asset. Development and growth are two of the Group's keywords. We aim to maximise the potential of each employee through a policy based on fairness, integrity and mutual respect.
A key moment in a career, integration within the Group is an important step that SCOR monitors closely, by tailoring and customizing programs designed to welcome new employees and encourage rapid understanding of the new environment.
SCOR organizes integration seminars and provides online training tools to help new employees to settle into their new jobs. Integration can only be successful through a collective effort, so we are committed to the involvement of all stakeholders: managers, HR teams and new joiners.
SCOR supports you throughout your career
SCOR is particularly focused on developing the expertise, knowledge and career paths of its employees. In this regard, a whole range of additional facilities has been implemented in order to support and assist employees in their professional development.
SCOR firmly believes in professional and international mobility. We encourage internal applications across all countries and business units. The development of expertise and professionalism is our best guarantee of success.
SCOR attaches great importance to the maintenance and development of expertise and individual skills. To meet the Group’s training and development needs, a structure called SCOR University has been created.
Through SCOR University the Group ensures a high level of knowledge and the application of best practices, whilst preparing its teams for future challenges.
SCOR also ensures that its employees update their knowledge in line with the rapid evolution of our activity and business environment.
Committed to the constant development of the knowledge, know-how and skills necessary to advance business
Always takes the needs expressed by the employees themselves into consideration
Aims to strengthen the “business partner” relationship between management, HR, and employees
Consequently uses a single global, common process based on the joint analysis of training needs
Aligns all of the training actions throughout the Group, ensuring global access to all training actions, while respecting cultural specificities and local practices.
SCOR University training is structured around 3 pillars: