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At the CCR Group, we are committed to professional equality between women and men

Index on professional equality between women and men

Discover the ITW of the Group's female employees.

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Marlène Larsonneur, HRO of CCR Group

👉 Women of power 👈

Gender equality, a priority and daily issue

The CCR Group confirms the validity of the initiatives already implemented on all subjects relating to professional equality between women and men with a score of 91 points out of 100. The Group also aim to maintain and continue its actions in terms of professional equality by :

  • developing gender diversity in various professions and levels of responsibility in the company, starting with recruitment,
  • increasing promotions for women,
  • ensuring equal treatment in the assessment of objectives, in the allocation of individual raises and in the payment of bonuses for all categories,
  • taking measures to ensure fair compensation in terms of remuneration,
  • sharing experiences of employees who have progressed in their careers,
  • setting up and promoting women's networks to develop exchanges and sharing experiences.

Since 2015, at CCR and CCR Re, agreements on professional equality between women and men are applicable. A particular attention is paid to this subject during salary negotiations and annual staff reviews.

What is the gender equality index?

Decree No. 2019-15 of January 8th 2019, implementing the provisions aimed at eliminating pay gaps 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) [CCR: 37/40 - CCR Re: 33/40].
  • Indicator 2: "Gender pay gap rate" (35 points) [CCR: 35/35 - CCR Re: 25/35].
  • Indicator 3: "Percentage of female employees receiving a raise following their return from maternity leave" (15 points) [CCR: 15/15 - CCR Re: 15/15]
  • Indicator 4: "Number of employees of the under-represented gender in the 10 highest paid" (10 points) [CCR: 10/10 - CCR Re: 10/10].
For the year 2021, the CCR Group Index reaches an overall score of 91 points out of 100.


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👇Women in high positions of responsibility share their experiences.

For the International Women's Rights Day (8th March), we took the habit to interviewing women from our sector in order to get their point of view on the issue of gender equality in companies. This year, discover 3 new interviews including our Chief Human Resources Officer: Marlène Larsonneur.

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Last year 👇

Sylvie Alpha Vertical

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 2021 was in many ways an exceptional year. It will leave its mark on people's minds and relationships. Working together with the staff bodies, occupational medicine and the labour inspection has enabled us to set up a secure and reassuring work organisation for our teams. Once again, our employees have demonstrated their agility, their ability to adapt and mobilise, their desire to develop their activity, their motivation to constantly improve their skills.

The difficulties of the health crisis has strengthened our desire to be even more supportive and active as a corporate citizen. To do this, we have signed up the Diversity Charter and undertaken actions to support young people in training and young graduates on the one hand, and schools offering specific courses for young people with disabilities on the other. In 2020, we launched a "young talent competition" to encourage the emergence of new ideas from our young employees.

We pursued the transformation of CCR Group entities by increasing the number of women in key and high-potential positions. We are also  committed to increasing the cultural and social diversity of employees so that the CCR and CCR Re work group becomes increasingly diverse and inclusive.