Personalized Development

• 440,000+ courses were taken on LinkedIn Learning worldwide in 2024 
• 100% of AXA employees took part in at least one training course in 2024 (and since 2021) 
• €103.6M was invested in learning in 2024 (up from €90.5 million in 2023) 
• 3.1 days per employee dedicated to training 96% of employees were certified on Climate by the end of 2024.

Getting our employees future-ready through dedicated academies

At AXA, we are building the skills for tomorrow, today. We believe that strong professional capabilities and cutting-edge technical expertise are the levers for success in a rapidly changing world. Our academies focus on future-ready skills, helping employees grow, adapt, and lead. Because the future will not wait, and neither will we.

Beyond core business training, we have launched dedicated academies in Technology, Data & AI, and Sustainability - accelerating cultural transformation, sharpening our expertise, and driving the future of our business.

Developing over 10,000 managers worldwide

Because effective leadership plays a crucial role in driving business performance and supporting employee growth and wellbeing, we place a strong emphasis on developing our global population of over 10,000 managers. The AXA Managers Academy is a learning program aiming to equip them with the necessary skills to lead and manage teams, navigate complex challenges, and drive results in the new world of work.

Our program on ‘Leading for Growth’ prepares managers for embracing the cultural transformation of the Group and supporting a necessary mindset shift.

This includes:

• focusing managers’ purpose and values with those of AXA
• empowering teams around a clear vision
• supporting team members’ skills development and mobility
• managing well-being and resilience.

LinkedIn Learning on your own terms

AXA Week for Growth: empowering our future through people

AXA Week for Growth is an exciting opportunity for our employees to take charge of their career journeys. This annual initiative brings the AXA community together to focus on both personal and professional development. It’s all about giving employees the tools, inspiration, and support they need to envision their future and pursue their aspirations. Throughout the week, people dive into skill-building sessions, explore their next career moves, and connect with colleagues from around the world.

It is a moment to  reflect and take action . Because we believe growth is intentional – it’s something we choose. So we create spaces where everyone feels supported to learn, grow, and shape their own path forward.

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 2024, 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.