Inclusion & Diversity

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 27 Chapters around the world, we advance innovation, collaboration, and ultimately, our business goals.

LEAD
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.

Pride
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.

Rise
Developing colleagues from historically underrepresented racial and ethnic groups

Rise shines a spotlight on colleagues from historically underrepresented racial and ethnic groups with the aim of supporting their development and inclusion at AXA XL.

EnAble
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.

Inclusion Committees
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
We strongly believe that everyone benefits when organisations prioritise equity and inclusion. At AXA XL, our Employer Promise to all colleagues includes the commitment to help people ‘thrive in a diverse community.’ As a global team with a range of nationalities, backgrounds, and cultures, we want every colleague to feel included, supported, and heard, and able to bring your authentic self to work. We want you to feel your differences are sought after, embraced as a strength and to feel safe, valued, and respected to challenge yourself and each other to learn, grow, and work together as ONE team.

When we signed up to the Charter in 2018, we had 32% female representation, and our target was 35% by 31st December 2023.

We have met our Charter target of 35 % by our deadline of 31st December 2023.

We remain focused on improving diverse representation through a range of targeted initiatives.

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 2023, 2022 and 2021.

UK Ethnicity Pay Gap Report
With a mission to create a culture of Know You Can that is inclusive of all colleagues and further demonstrate our commitment to I&D, we are pleased to publish our third UK ethnicity pay gap report. Our reporting is based on the same data and methodology as our UK gender pay gap reporting but analysed for our UK organisation and workforce based on their ethnicity information. Read our report for 2023, 2022 and 2021.

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 2023, the XL Catlin Services SE France Gender Score reached 83/100. Please find below the detail of the results per indicator:

• Gender Pay Gap : 33/40
  Minimum score: 35/40. Equal Opportunity Agreement Commitments: annual campaign with dedicated budget; tracking indicators by gender.
• 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 : 0/10
  Minimum score: 5/10. Equal Opportunity Agreement Commitments: monitoring gender balance ; cross-functional initiatives to support career development; dedicated tracking indicators.