How do you approach managing legal aspects during periods of instability or crises, and how does your legal strategy align with the broader business strategy to ensure the organisation’s resilience? 

Managing legal aspects during periods of instability or crises involves a proactive, aligned, and flexible approach. A comprehensive approach not only mitigates risks but also supports the organisation in emerging stronger from any crisis:

Having a clear crisis management framework in place is key, this includes pre-identifying a crisis management team comprised of internal and external experts (including legal) and senior executives and have clear protocols in place.

We consistently work on identifying potential legal risks before they materialise and creating mitigation plans. Regular risk assessments and scenario planning sessions are conducted to anticipate possible legal challenges, whether they arise from regulatory changes, market disruptions, or external threats like cyberattacks.

Additionally, we ensure that our legal team is well-equipped with up-to-date knowledge of relevant laws and regulations. This includes maintaining strong relationships with external legal experts who can provide specialised advice when needed.

Our legal team collaborates closely, on a day-to-day basis, with other departments to ensure that legal & governance considerations are integrated into business planning and vice-versa. This alignment helps in fostering a unified approach to crisis management, where legal, operational, and strategic responses are coordinated and mutually supportive.

Lastly, crises often require quick pivots and adaptability, flexibility in legal processes helps the organisation to adapt and continue operations smoothly. In time of crisis, governance standards must remain high, and our legal team guides the decision-making process by properly informing the management and ensuring that decisions align with fiduciary duties and compliance requirements applying to the Group. By ensuring that decisions are legally sound and well communicated, we help the organisation navigate crises while safeguarding its interests.

How do you prioritise diversity and inclusion within your legal department, and what initiatives have you implemented to foster a more inclusive and equitable work environment? 

The SCOR group legal and compliance department recognises the importance of fostering a diverse and inclusive workplace where every team member feels valued, respected, and empowered to contribute their unique perspectives and talents.

At the core of our D&I efforts is a comprehensive Group policy that outlines our commitment to creating an inclusive work environment. This policy is communicated to all employees and is incorporated into our recruitment, hiring, and retention practices.

SCOR believes that awareness and education are critical components of fostering an inclusive environment. All employees, especially those in leadership positions, undergo regular training on unconscious bias, cultural competency, and inclusive leadership.