Thank you for having me. As the Head of HR EMEA & Group Head of Diversity, Inclusion and Engagement at SCOR, a global reinsurance leader, I constantly navigate the challenges of our dynamic industry. It’s my pleasure to share insights into it and the positive impact of ifeel’s mental well-being solution on our diverse workforce.
Based on your experience, what are the main challenges facing the reinsurance industry nowadays?
1. Based on your experience, what are the main challenges facing the reinsurance industry nowadays?
The reinsurance industry is evolving rapidly, facing challenges like regulatory complexities and the ongoing impact of technological advancements. Sustainability is a key focus, and recent global events, such as the pandemic, have emphasized the need for continuous adaptation. Navigating these challenges requires agility and a proactive approach to stay ahead.
As the Head of HR EMEA & Group Head of Diversity, Inclusion and Engagement, what are 3 key points you consider essential when enhancing an engagement strategy from the HR department? Does communication become more challenging when dealing with large companies with diverse teams and different languages?
Enhancing engagement demands customisation of our actions with personalized communication, fostering a sense of belonging, and alignment with our company’s values. Indeed, we need to constantly adapt our engagement program to be as inclusive as possible, while meeting the specific needs of our different audiences. In large, diverse organizations like SCOR, communication is indeed more challenging. We leverage technology, multilingual platforms, and ensure cultural sensitivity in our communication to maintain a cohesive and connected workforce.
To answer the initial question, the cornerstones for cultivating a culture of positive well-being are: transparency, communication, teamwork, and commitment.
2. As the Head of HR EMEA & Group Head of Diversity, Inclusion and Engagement, what are 3 key points you consider essential when enhancing an engagement strategy from the HR department? Does communication become more challenging when dealing with large companies with diverse teams and different languages?
Enhancing engagement demands customisation of our actions with personalized communication, fostering a sense of belonging, and alignment with our company’s values. Indeed, we need to constantly adapt our engagement program to be as inclusive as possible, while meeting the specific needs of our different audiences. In large, diverse organizations like SCOR, communication is indeed more challenging. We leverage technology, multilingual platforms, and ensure cultural sensitivity in our communication to maintain a cohesive and connected workforce.
To answer the initial question, the cornerstones for cultivating a culture of positive well-being are: transparency, communication, teamwork, and commitment.
As a leading global independent reinsurance company, what trends do you think will shape the future of the reinsurance industry in 2024 and the coming years? What role will the executive board play in inspiring and nurturing the future growth of both the company and the employees?
Looking ahead, trends like increased digitization, data analytics, and a heightened emphasis on ESG factors will shape our industry. The executive board will play a pivotal role by championing innovation, fostering a dynamic work culture, and prioritizing talent development. Their leadership will be instrumental in navigating the industry’s evolving landscape.
Against this backdrop, language is one of the barriers we have encountered. Our geographical dispersion means we have employees with different languages of origin, such as Spanish, Chinese, English, and Portuguese. However, we address this challenge by offering language training through our internal LMS (which we call GBknowit).
3. As a leading global independent reinsurance company, what trends do you think will shape the future of the reinsurance industry in 2024 and the coming years? What role will the executive board play in inspiring and nurturing the future growth of both the company and the employees?
“Since implementing ifeel’s solution, we’ve seen an increase in open conversations about mental health within our organization.“
SCOR is currently present in more than 35 countries worldwide. Was this internationalization one of the main reasons you chose a digital and scalable mental well-being solution such as ifeel?
Absolutely. SCOR’s global presence influenced our choice of a digital and scalable mental well-being solution like ifeel. The global reach of ifeel aligns seamlessly with our diverse workforce worldwide. ifeel’s scalability and digital format were decisive factors in ensuring accessibility and effectiveness across various cultures and regions.
4. SCOR is currently present in more than 35 countries worldwide. Was this internationalization one of the main reasons you chose a digital and scalable mental well-being solution such as ifeel?
One of the main values of ifeel is the cultural change we drive within our partners, managers, and employees. Due to the global partnership between SCOR and ifeel, has there been any change in how you discuss mental well-being at work?
Our partnership with ifeel has catalysed a positive shift in discussing mental well-being at SCOR. Since implementing ifeel’s solution, we’ve seen an increase in open conversations about mental health within our organization. This change is particularly evident in countries where discussions on mental health were still in their early development, helping to remove taboos and normalize dialogue on the subject, thus fostering a more supportive and empathetic work environment.
How has your overall experience with ifeel been so far? Would you recommend our solution to both companies and (re)insurers?
Our experience with ifeel has been exceptional. Three critical aspects stand out: the solution’s global accessibility, seamless integration of cultural considerations, and the positive impact on fostering open discussions about mental well-being. I wholeheartedly recommend ifeel to reinsurers and other companies seeking a comprehensive and effective solution to prioritize the mental health and well-being of their employees. The partnership with ifeel has been instrumental in shaping a healthier and more supportive work environment at SCOR.
5. One of the main values of ifeel is the cultural change we drive within our partners, managers, and employees. Due to the global partnership between SCOR and ifeel, has there been any change in how you discuss mental well-being at work?
6. How has your overall experience with ifeel been so far? Would you recommend our solution to both companies and (re)insurers?
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