At CCR Re, we are committed to gender equality in the workplace
Gender Professional Equality Index between women and men – France
Equality between women and men, a daily priority topic.
The CCR Group confirms the validity of the initiatives already implemented on all subjects related to professional equality between women and men with a score of 85% and wishes to maintain and pursue its actions in the field of professional equality by :
- developing the mix of different professions and levels of responsibility within the company, from the moment of hiring,
- increasing the promotion of women,
- ensuring equal treatment in the assessment of objectives, in the allocation of individual increases and in the payment of bonuses for all categories concerned,
- taking steps to ensure fair treatment in compensation,
- developing the sharing of experiences of employees who have progressed during their career,
- setting up and promoting women's networks in order to develop exchanges and experience sharing.
Since 2015, at CCR and CCR Re, agreements relating to professional equality between women and men have been applicable and particular attention is paid to this subject during pay negotiations and annual staff reviews.
What is the Gender Professional Equality French Index between women and men ?
The decree no. 2019-15 of January 8, 2019, implements the provisions aiming at eliminating the pay gap between women and men in the company, a Gender Equality Index has been set up. This index is composed of 4 indicators:
- Indicator 1."Gender pay gap" (40 points)
- Indicator 2."Difference in rate of increase between women and men" (35 points)
- Indicator 3."Percentage of female employees increased following their return from maternity leave" (15 points)
- Indicator 4."Number of employees of the under-represented gender in the 10 highest paid positions" (10 points)
For the year 2020, the CCR Group Index reaches an overall score of 85 points.
85/100
Sylvie Chahn, Head of claims & services, Alpha Bah, Head of Pricing, Actuarial Department. CCR Re MTPL (Motor Third-party liability) compensation of severe motor bodily injury claims white paper presentation, 2019.
Diversity and professional equality, a caring concern
The year 2020 was in many ways an exceptional year. It will leave its mark on people's minds and human relations. Joint work with employee representatives, occupational medicine and the labor inspectorate has made it possible to set up a safe and reassuring work organization for our teams. Our employees have once again demonstrated their agility, their ability to adapt and mobilize, their desire to develop their activity, their desire to constantly improve their skills and their desire to innovate.
The harshness of the health crisis has reinforced the desire to be even more supportive and active as a corporate citizen. To this end, we have signed the Diversity Charter and undertaken actions to support young people in training and young graduates on the one hand, and schools offering specific programs for young people with disabilities on the other. In 2020, we launched a "young talent competition" to encourage our young employees to come up with new ideas.
We have continued the transformation of CCR Group entities by increasing the number of women in key and high-potential positions, and by emphasizing the cultural and social diversity of our employees so that the CCR and CCR Re work collective is increasingly diverse and inclusive.