Personalized Development

The AXA Tech, Data & AI Academy: Putting People at the Heart of AI Transformation

At AXA, we see AI for what it truly is: not just a technology shift, but a profound transformation in how we work, how we serve our clients, and how we create value. And like any transformation that matters, it starts with people.

That's the conviction behind the AXA Tech, Data & AI Academy - a group-wide initiative designed to ensure that every AXA employee, whatever their role or background, has the skills and confidence to make AI work for them, for our clients, and for our values.

A strategy built for everyone, from leadership to every employee

Because AI adoption doesn't happen by decree, our approach is built around every level of the organization - with programs tailored to the specific needs and responsibilities of each population.

Senior executives engage with strategic technology topics through dedicated programs like Tech for ExComs, ensuring they can lead transformation with informed conviction. Business leaders go further: through our long-standing partnership with HEC, now in its 119th cohort, over 400 leaders have been equipped to actively drive AI adoption within their teams - moving from awareness to action, from strategy to results.

For data and tech experts, advanced training in Machine Learning, Generative AI engineering, and Cloud provides the technical depth needed to build and scale AI solutions across AXA's businesses. And for every employee, GenAI for Everyone and Tech, Data & AI Essentials have together reached over 65,000 people across the Group - making AI tangible, accessible, and actionable for all.

A transformation that lives closest to the business

Group-level programs set the direction, but AI transformation truly comes to life at the local level. Across AXA's entities, teams are actively building their own initiatives - tailored to their business realities, their cultures, and their people. From hands-on experimentation formats to local AI adoption campaigns, this energy on the ground is what turns learning into lasting change.

Bold, trusted, and built for the long term

With 48% of employees already regularly using AI tools and 70% optimistic about its impact, AXA's foundations are strong. But this is only the beginning. As AI continues to evolve, so does our ambition - to build an organization where AI serves growth that is both bold and trusted, where human judgment and technological capability reinforce each other, and where our people are always one step ahead.

Recognized with the Learning Impact Awards in 2025, the Tech, Data & AI Academy is a reflection of that commitment - and a signal of what AXA believes: that the most powerful AI asset a company can have is its people.

The AXA Sustainability Academy: Empowering Our Sustainable Transformation

At AXA, our commitment to a sustainable future is not just a promise – it's an active transformation driven by our dedicated workforce. The AXA Sustainability Academy stands as a cornerstone of our 2024-2026 Sustainability Strategy.

To achieve this, the AXA Sustainability Academy acts as our strategic engine for change, powerfully driving our Group’s sustainability journey forward. We empower every level of our organization, from top leaders to all employees, with tailored upskilling programs. These initiatives ensure that leaders are equipped with forward-thinking strategies, business experts gain specialized knowledge, and all employees understand how AXA integrates climate resilience into our operations. For instance, our Climate Adaptation module is designed to reach 80,000 employees by the end of 2026, with over 57,000 already certified by the end of March 2026, demonstrating our widespread commitment to action.

Through these comprehensive initiatives, AXA is cultivating a shared understanding of sustainability across the organization, translating long-term commitments into concrete decisions, and deeply embedding sustainability at the heart of our business model and culture. The AXA Sustainability Academy is a testament to our dedication to building a more resilient and sustainable world, ensuring that our collective actions today pave the way for a better tomorrow for everyone.

Opportunity for our employees to direct their own learning 

Every year, AXA Week for Growth brings together employees across the Group for a dedicated moment focused on learning, career development and transformation. Designed as a flexible Group-wide framework, the initiative combines global experiences with locally led activations, enabling entities to adapt the program to their own priorities and maturity levels while contributing to a shared transformation ambition.

This year’s edition placed a strong emphasis on practical, hands-on learning, reflecting AXA’s broader ambition to support employees in building the skills, behaviors and mindset needed to navigate AI transformation over the long term.

In addition to the AXA Week for Growth, the employees can train through the year thanks to the LinkedIn Learning platform. More than 50 entities use LinkedIn Learning. Through this partnership with LinkedIn, employees can sample from over 24,0500 courses in more than 20 languages. Over 47,000 of employees have activated their accounts. AXA has committed another year of partnering with LinkedIn, to offer employees a unique opportunity to learn on a continuous basis. 

Reshaping managerial culture 

The AXA Managers Academy empowers managers through tailored learning journeys, designed to cultivate leadership excellence. Comprising dynamic live events, engaging discussion groups, and self-guided modules, these journeys have already reached 11,116 managers across 18 entities since their inception - underscoring our commitment to developing strong, capable leaders at every level.  

Advancing Managerial Culture through Targeted Workshops 

Since 2024, we have delivered 15 transformative workshops addressing critical managerial culture challenges. Our focus areas -Feedback and New Managers - are central to fostering an environment of trust, openness, and continuous growth.  

A significant milestone is the creation of a comprehensive Feedback workshop toolkit in both English and French. Packed with practical exercises and actionable tips, it equips managers to give and receive feedback with confidence. Additionally, a guide tailored for new managers is available since end of 2025.  

These workshops have proven highly engaging, encouraging candid dialogue and practical skill-building. This initiative directly supports our strategic goal of nurturing a trust-based, collaborative managerial culture - driving sustainable excellence across AXA. 

To help managers with the new performance process and especially the career discussions a learning path on Performance for managers will be available in English, Spanish and French mid May 2026.

AXA’s new Performance Management Policy

In May 2024, AXA’s Management Committee updated its Performance Management Policy to create a clear, consistent approach for goal setting, feedback, and career growth for all employees at AXA globally.   

This ensures that we connect with employees each year to support them with: 

1. A clearer path to achieving goals 
   We have made sure employees have the support they need to reach their full potential. In collaboration with their managers, employees begin by establishing clear and realistic individual and team goals that align with the entity's objectives and the overall strategy. These goals should be SMART (specific, measurable, achievable, realistic, and timely) and should encompass both business and developmental objectives.  
   
2. Ongoing conversations and feedback 
   Employees and managers are encouraged to regularly check in to track progress, address challenges, and adjust anything as needed.   
   As part of our Care and Dare culture, we promote continuous feedback throughout the year, empowering employees to acknowledge their achievements, identify areas for growth, and advance their professional development.  We also encourage employees to share their insights with managers, fostering open communication and mutual learning.  
   All year long, employees can request feedback from peers and other managers to bring more objectivity to their ongoing performance discussions, notably as a preparation for their Year-End Review. This optional feedback is available and encouraged for all employees throughout the organization.  
   
3. Annual career discussions separate from performance reviews  
   These conversations provide employees and their managers with a dedicated opportunity to reflect on long-term development priorities, create individual development plans, and identify the skills needed for growth within AXA. This approach empowers employees to take charge of their professional growth and development. Managers are encouraged to act as coaches and supportive partners in realizing employees' aspirations. 

Investing in leadership and career mobility

Every year, our Group Management Committee conducts an Organizational Talent Review, a two-day deep dive into our leadership pipeline aimed at strengthening executive teams and developing future leaders. While this review primarily focuses on senior roles, entity-level talent reviews occur throughout the year, reaching deeper into the organization. 

Additionally, we facilitate Global Talent Reviews that concentrate on professional families or strategic segments that support our business objectives. We believe every employee should have ownership of their career growth, supported by  initiatives like AXA Week for Growth.  

By identifying leadership gaps and investing in career mobility, we cultivate a robust, diverse talent pipeline that aligns with our long-term strategy. Our  commitment to growth, inclusion, and resilience helps AXA thrive - now and in the future. 

Encouraging performance through Executive Coaching

Exceptional leadership fuels organizational success. That’s why AXA has an in-house team of executive coaches dedicated to developing senior leaders. Each year, they work closely with executives, offering tailored coaching to maximize their impact.

The process starts with an in-depth reference check to understand each leader’s context and leadership style. Through structured sessions, executives explore their beliefs, values, and aspirations, tackling barriers to growth and turning vision into action.

This program is designed for Management Committee members, Partners, and the Global Leadership Network (GLN) – reinforcing AXA’s commitment to leadership excellence and a culture of continuous growth.

In 2025, 8% of our workforce transitioned into new roles internally. We’re committed to increasing that number.

Our internal jobs marketplace gives employees full visibility of open roles worldwide, helping them take charge of their career progression. Managers are encouraged to support internal mobility, making sure talent moves where it’s needed most while giving employees room to grow.

How it works:

• Global job board: every open role across AXA is posted, making opportunities instantly visible.
• Cross-team moves: employees can explore lateral moves, promotions, or shifts into entirely new areas.
• International transfers: our global presence means career paths are not limited to one location.
• Leadership support: managers actively encourage mobility and offer guidance on career transitions.