HOW ARE THE SCOR WAY VALUES INTEGRATED INTO EMPLOYEES’ WORK? Y.G. The SCOR Way isn’t something we did to check off a list and forget about. These values came from our employees and we want to ensure that they’re an integral part of our day-to-day life at SCOR. Exactly what it looks like to embody these values may differ from person to person, but we have outlined behaviors that align with each value to help us all live The SCOR Way. For example, an employee might show Collaboration by participating in knowledgesharing initiatives beyond the scope of their day-today work to contribute to the overall growth of the team and organization. CAN YOU SHARE SOME EXAMPLES OF HOW THE NEW ORGANIZATIONAL STRUCTURE HAS IMPACTED SCOR’S CULTURE? Y.G. The new organizational structure has already helped to foster a culture of empowerment, accountability, and collaboration within our teams. So far, we have seen improvements in decision making processes and increased ownership among employees. We are still working toward fully realizing these goals as we further embed these changes and nurture talent across the Group. HOW ARE EMPLOYEES RESPONDING TO THESE ORGANIZATIONAL AND CULTURAL CHANGES? Y.G. Many employees appreciate the move toward a leaner, flatter structure and feel more empowered following these changes. However, as with any significant transformation, there are challenges. To ensure transparency and encourage employees to share their genuine feedback, we have implemented regular “Pulse Surveys” that invite all employees to express their thoughts on themes like organizational management, workplace wellbeing, and career growth, allowing us to make necessary adjustments. “These values came from our employees and we want to ensure that they’re an integral part of our day-to-day life at SCOR.” Y.G. CONTRIBUTOR INTERVIEW YVES GOLDSCHILD Chief Human Resources Officer TRANSFORMING TOMORROW WITH OUR VISION 53
RkJQdWJsaXNoZXIy NTkwMzk=