As a global team with a huge range of different people from many nationalities, backgrounds and cultures, we want each and every one of you to feel included, supported and heard.

Inclusion for Progress

You are valued. Your voice is important. As a global team with a huge range of different backgrounds, ways of thinking and varied experiences, we want each and every one of you to feel that you belong, are included and can thrive. We care about you and your wellbeing. Because it’s when you feel at your best that you can do your best. 

promote Inclusion and Diversity (I&D) by creating a work environment where all employees are treated with dignity and respect and where individual differences are valued. 

equal opportunity in all aspects of employment. 

We oppose all forms of unfair or unlawful discrimination and will not tolerate discrimination based on age, nationality, ethnic origin, gender, sexual orientation, gender identity or expression, religion, marital status, or disability.

We are dedicated to cultivating an inclusive and diverse environment where all employees feel fully engaged and included in our business and purpose. Unconscious bias training is available to employees to raise self-awareness and to develop an understanding of how to reduce bias in attitudes and behaviors at work, with a focus on our hiring and promotion decisions. 

Inclusion starts with caring for one another. AXA is focused on creating inclusive, diverse and equitable workplaces that are built for the future. Driven by employee experiences, we are building policies, programs and processes so our employees can thrive and grow as they are. Together, we are making progress and daring to go further.   

I&D is closely linked to our values and culture, based on respect for employees, customers, and communities around us. A diverse workforce helps us effectively meet diverse market and customer needs globally and locally, as well as improve its competitiveness through innovation. It also helps attract the most talented people in all populations and foster internal morale and employee engagement, as well as enhanced people management.

To monitor and measure our inclusion and diversity actions at a global level, our priorities are: gender, LGBT+, disability, origins, multi-generations and mental health. 

“I grew up in Mexico, with my Dad raising me and my sister as a single parent. I don’t know if he was a visionary or just aspired to raise two independent women; but while gender inequalities and unconscious biases may exist in the world, I was blessed to be brought up believing that I have many opportunities. Not only in my personal life, but professionally too.  

Since joining the AXA family over 10 years ago, I believe it even more. As part of an amazing diverse team, we challenge each other, share our ideas, discuss, agree or disagree, but we all respect each other’s thoughts, insights, and contributions. This is what makes us feel like a team: we are all valued and respected recognizing that we have different backgrounds, experience, and perspectives. 

From starting at AXA Mexico to becoming CFO in AXA Colpatria in Columbia, I’ve always felt that my colleagues, both male and female, have supported me in pursuing my goals. So many have given their time to share their experience and advice. I’m so thankful to have people encouraging me on my professional journey. This inspires me and encourage others who will follow in my steps.”  

AXA Group Inclusion and Diversity Policy

We are committed to reaching parity at top levels of governance by 2023.

Reaching gender balance

We are ensuring that everyone working for AXA is equitably remunerated across the organization and ensure pay is consistent and free from discrimination, and not related to irrelevant personal factors such as age, nationality, ethnic origin, gender, sexual orientation, gender identity or expression, religion, marital status, or disability. We are also going beyond regulatory requirements by annually monitoring and voluntarily disclosing our Gender Pay Gap.

A Gender Pay Gap (also referred to as the Unadjusted Pay Gap) is a broad measure that compares the average pay of all the women in the organization versus the average pay of all the men in the same organization, regardless of their role, seniority, level or locations. The results mainly reflect organizational structures, and highlight the need on how to strengthen our gender balance to reach gender parity through the roll out of relevant initiatives and goals (e.g. through the development and implementation of I&D plans in terms of recruitment, promotions, talent pipeline, career management across AXA). The current Group Gender Gap on fixed remuneration is assessed at 26% (23% in median)*.

To further address the Gender Pay Gap, AXA committed to work towards gender parity among Global Leadership Network (GLN-our top 250 leaders) by 2023 and put in place a number of initiatives to achieve this ambition:

We are committed to reaching parity at top levels of governance by 2023

Committed to gender balance

We are requiring gender equality in recruitment processes. For each senior position (Global Leadership Network, aka GLN), they will now be at least one man and one woman among the shortlisted applicants.

For stronger accountability, Diversity in teams, and in particular, gender balance, is now a shared goal for AXA’s Entities’ CEOs.

Local targets for women representation at executive committee and executive level have also been defined.

AXA is also monitoring its Adjusted Pay Gap, which is a comparison between the average pay of the women vs that of the men after accounting for a selected set of professional characteristics of which job families, locations and grades. The Adjusted Pay Gap is thus a finer calculation than the Unadjusted Pay Gap as it factors some of the characteristics for which pay varies – at AXA the Global Adjusted Pay Gap is currently assessed at 2%. 

Finally, AXA ensures employees’ remuneration is fair and competitive, with regular Fair Pay monitoring. Fair Pay is the difference between the pay of two employees carrying out the same role and for which pay is consistent and free from discrimination or irrelevant personal factors such as age, nationality, ethnic origin, gender, sexual orientation, gender identity or expression, religion, marital status, or disability. Many of our entities have progressed towards or reached pay equity. AXA is committed to removing all unjustified pay gaps, whereby entities are annually monitoring and addressing it with dedicated budgets where need be, to reach full pay equity across all geographies by the end of 2023 at the latest. Furthermore, standards and processes are strengthened to ensure gaps are not created in the future.

* The current Group Gender Gap on total compensation is assessed at 32% (25% in median).

We are committed to the development of talent at all levels. For almost a decade, we have supported women's career development through group sponsorship programs which have been replicated across our entities, some with a specific focus on increasing the representation of women in sales and distribution sectors. In 2020, we launched a new and innovative career management program to prepare leaders for their next career experience including future GLN positions. These leaders are from diverse backgrounds and nationalities as well as different business areas and markets. In addition to building a strong foundation through assessments and development centers, each leader participating in the program is sponsored by a Group Management Committee member or a Partner. These leaders also participate in AXA’s annual “Thrive” initiative mentoring talented women from across the group to coincide with International Women’s Day. This initiative inspires entities around the world to create more mentoring opportunities of their own.

Our employee-led networks celebrate our inclusive culture where every perspective can thrive. Each network covers different aspects of diversity, and are open for all employees to join. Gender is not just a women’s issue; it’s a people issue which affects us all. Our gender-focused networks support women to build their professional connections and further their careers. They also provide an opportunity for employees to participate in discussions about gender issues and to  empower themselves through their actions to contribute to progress.  

Additionally, the annual Inclusion Conference, serves as a platform to learn from our peers and have an open discourse about differences in the workplace.  

We have made significant progress these past years in terms of having more women in senior executive positions. We moved from 9% of women in senior executive positions in 2009 to 24% in 2016, and to 39% in December 2022. Now, we aim at reaching gender parity by 2023.

Women in the workforce

(Global Leadership Network - our top 250 senior executives)

Women among our GLN

Women among our Board of Directors

Women-in-insurance-VDEF.pdf

pdf document

AXA's Women in Insurance initiative: Unleashing the power of women

AXA's Women in Insurance Initiative

As part of the Group’s business strategy from “Payer-to-Partner”, a specific initiative "Women in Insurance" has been launched in September 2016 globally to reach to the immense women market segment for insurance, offering value-added solutions, with a strong focus on prevention and well-being.

In January 2022, AXA was included for the fifth time in the Bloomberg  Gender Equality Index (GEI) among 418 companies from 11 sectors in 45 countries and regions. The GEI tracks the financial performance of public companies committed to supporting gender equality through policy development, representation, and transparency across five pillars: female leadership and talent pipeline, equal pay and gender pay parity, inclusive culture, sexual harassment policies, and pro-women brand. Participating in the data submission process demonstrates our commitment to transparency in gender reporting and to advancing gender equality across AXA. 

AXA

About us

Thrive within a Diverse Community

Inclusion for Progress

Lorena, AXA Colpatria

Rowena, AXA GIE

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