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Karine USUBELLI
A WORD FROM THE HUMAN WEALTH MANAGER

« In our role as insurance provider for self-employed workers, human beings are naturally the focus of all that we do. It is here that the wealth of our sector lies.
Our Human Wealth approach means placing our employees at the very heart of our corporate strategy and seeking to ensure that they are our CHIEF ASSET.

We strive for AUTHENTICITY and hold ourselves to HIGH STANDARDS, ensuring that relationships with clients and employees alike are equally strong. This approach is a genuine driver of satisfaction and long-term performance for everyone involved.

Joining Entoria means joining a firm on a human scale and with a WINNING SPIRIT, where: : 

WORK QUALITY & CUSTOMER SERVICE are key to everything we do,

USER-FRIENDLINESS & CLOSE RELATIONSHIPS guide our work on a day-to-day basis, and where

AGILITY & DIVERSITY make a difference

Karine-Usubelli

Join us and

BECOME PART OF THE ENTORIA HUMAN ADVENTURE!

OUR HUMAN RELATIONS
APPROACH

Thinking...outside the box, to innovate, modernise

Experimenting...unboundedly,

Involving all stakeholders...with confidence,

Adapting...to the pace of ongoing change,

Mixing...personal growth and corporate demands.

JOIN US!

A HUMAN RESOURES POLICY
THAT IS CENTRAL TO OUR STRATEGY

Our HR policy shores up our corporate strategy and is based around big ambitions and strong convictions:

1. Promoting quality of life to encourage long-term performance. Our growth hinges on our employees’ ability to develop their skills and work together.

2. Fostering a culture of performance, commitment and business agility through the notion of intrapreneurship.

3. Encouraging and developing our employees’ KNOW-HOW and SOFT SKILLS and their ability to transfer knowledge, in order to ensure top quality customer service.

4. Rallying and involving Entoria’s stakeholders, in their role as company ambassadors.

GENDER EQUALITY: A KEY CORPORATE CHALLENGE

A recent wave of state measures has raised awareness of the need to take concrete action in this domain. Under the French Avenir Professionnel (Professional Future) law of 5 September 2018, companies were subject to an obligation of means with respect to gender equality. Since the laws of January and February 2019, however, this has turned into an obligation of results.

Since 1 September 2019, companies with 250 or more employees are obliged to publish their “gender equality index” rating.

This is calculated on the basis of a calendar year and measures five indicators, with exactly the same approach applied across all companies.

The maximum score is 100.

 

The indicators are:


Indicator 1 : Pay differences: 40 points;

Indicator 2 : Differences in salary increases (excluding promotions): 20 points;

Indicator 3 : Differences in promotions: 15 points;

Indicator 4 : Proportion of salary increases for women on return from maternity leave 15 points;

Indicator 5 : Proportion of women among the 10 highest-paid employees: 10 points;

In 2018, Entoria scored 77/100 which is above the recommended 75 points.

We are persuaded that diversity and gender equality are both important and necessary within our teams and will be enhancing our commitment in this area through a gender equality agreement in 2020.