AXA XL is committed to building a global workplace that works for everyone. All employees are treated with dignity and respect, and individual differences are encouraged and valued. With over 9,000 colleagues across almost 30 countries, we know the power of a diverse workforce and inclusive culture in driving innovation and enabling us to meet all of our clients’ needs.
Inclusion & Diversity (I&D) is closely linked to AXA XL's values and culture, based on respect for employees, clients and brokers. As part of our ONE AXA Commitment, we seek collective success through diversity and collaboration: “We foster Inclusion and Diversity because we are convinced that different ways of thinking, backgrounds and experiences will be key for our success in the long run.” A diverse workforce helps our company effectively understand and meet distinct market and client needs globally and locally. Importantly, it also drives innovation and, ultimately, improves our organization for our teams, our company and our clients.
Our Approach to I&D
AXA XL’s enterprise I&D mission is to become the most inspiring company to work for. We’ll achieve this through our three areas of focus:
- Drive an inclusive culture: Create a global workplace that works for everyone, with a culture that values all individuals, backgrounds and ideas, and where every colleague feels safe, valued and respected.
- Diversify our workforce: Increase the representation of women in leadership, achieving 50% by 2023, and focus on underrepresented populations by region, positioning AXA XL as an employer of choice for all talent.
- Support our Marketplace and Communities: Support our communities and visibly and thoughtfully champion equity around the globe.
Dignity at Work
At AXA XL, we are committed to equal opportunities in all aspects of employment. We strive to provide a working environment that respects the rights of those we work with, and where colleagues treat each other with dignity and respect. We protect and support the rights of all employees regardless of age, nationality, race, ethnicity, gender, sexual orientation, gender identity or expression, religion, marital status or disability, and oppose all forms of unfair or unlawful discrimination.
Employee Engagement in I&D
Our employees play a critical role in driving an inclusive and diverse culture at AXA XL. Through our five Business Resource Groups, spanning 25 Chapters around the world, we advance innovation, collaboration, and ultimately, our business goals.
Leading, Empowering and Advancing Diversity
LEAD seeks to engage both women and men to accelerate gender equality at AXA XL and encourage a culture of inclusion for all colleagues.
LGBT+ and allies promoting openness and respect for all
Pride provides an important forum for out colleagues and allies to network, develop, and feel comfortable bringing their whole selves to work.
Developing colleagues from underrepresented racial and ethnic groups
Rise shines a spotlight on colleagues from underrepresented racial and ethnic groups with the aim of supporting their development and inclusion at AXA XL.
Recognizing all abilities, visible and invisible
EnAble seeks to foster the inclusion of colleagues with disabilities – both visible and invisible – to make sure everyone has an equal opportunity to be successful.
Becoming the most inspiring company to work for
Inclusion Committees drive a broader focus on all aspects of identity to support more inclusive workplace environments and practices for all colleagues.
UK Women in Finance Charter
In 2018, as XL Catlin we signed on to the Women in Finance Charter, a pledge in the UK seeking to achieve gender balance across financial services. At that time, we had 32% representation of women in senior management. By 2020, we have undergone a significant transformation as we’ve become AXA XL, and in the process, have adjusted our definition of senior management to better align to the insurance market and other UK entities, provide consistency, and ensure that we are focusing our initiatives on the right leaders to driving meaningful progress. Using this new definition, we currently have 32% women in senior management with a target of achieving 35% by 2023. We believe we are on track to meet our Charter target by our deadline.
UK Gender Pay Gap Report
Effective April 2017, the UK government passed legislation requiring companies to report on certain key statistics relating to gender pay. Employers with 250 or more employees must publish and report specific figures about their gender pay gap. Read our reports for 2020, 2019 and 2018.
French Gender Score
Since 2019, according to French law, each company in France with 50 or more employees must publish their Gender Score every year. This gender score reflects the practices the Company put in place to ensure Gender Equality. For 2020, the XL Catlin Services SE France Gender Score attained 91%. Please find below the detail of the results per indicator :
- Gender Pay Gap : 36/40
- Gap in the individual increases rate: 20/20
- Gap in the promotions rates between women and men : 15/15
- % of employees increased upon their return from maternity leave (if salary increases occurred during this period) : 15/15
- Parity among the 10 highest remunerations : 5/10”
At AXA XL, Inclusion & Diversity will continue to be a business imperative. In a fast-changing, ever-shifting global marketplace, I&D are essential elements of our business strategy. It’s about helping one another — and our business — to move forward and succeed.