Creating an inclusive environment

Our commitments

We all have something to bring to the table and by recognising those differences we can attract the best people, develop and use their talents, and create a great place to work. Our diversity and inclusion agenda goes beyond simply focusing on protected characteristics – we want everybody to bring 100% of themselves to work. With a happy and engaged workforce we can work together to be the best that we can for our customers.

Gender equality

Our global workforce is gender-balanced and our ambition for the future is to be gender-balanced where women are traditionally under-represented (including IT and sales) and among our top senior executives by 2023. We’ve developed several programmes and policies to offer equal opportunities for women and men.


We want everyone to be able to bring 100% of themselves to work. In light of that we have implemented various initiatives, including awareness workshops aimed at educating employees on the work life issues of their LGBT+ colleagues, as well as training hiring and mobility managers on LGBT+ concerns. We’ve put a global employee resource group on sexual orientation and gender identity in place and have charters and engagements with global organisations to further the discussion for equality. Locally, we have multiple initiatives across the business and sponsor Pride celebrations in several countries.


By focusing on ability rather than disability, we tap into the wide talent pool of differently abled people and have seen great success in programmes on mental health, working with people with hearing impairments and job shadowing for those with intellectual challenges. Our community of D&I managers across AXA are working together to develop a toolkit of good practices on various aspects of disability inclusion to share as a model for implementation.


Best Companies accreditation

One to watch 2018


Disability Confident employer accreditation


Proud members of Employers Network for Equality and Inclusion


Stonewall Diversity Champion

TtC employer pledge Award.jpg

Time to Change

Employer pledge

Now and beyond

Resource groups

We have five employee resource groups to help us embed diversity and inclusion in all that we do.


AXA ABLE aims to make disability and carer-friendly changes in the workplace. We provide support and networking opportunities for employees and family members, and promote activities, raising awareness about disabilities and carers.


AXA BAME is our newest employee resource group. Formed in 2017, it aims to raise awareness about ethnicity in the workplace and the importance of having a diverse workforce. We believe every employee should have equal access to work and the opportunity to reach their potential, regardless of ethnicity, background or circumstance.

AXA Gender Equality

We’re committed to creating a working environment for all in which there is inspiration, support and the removal of boundaries that may inhibit progression. We believe that equality is a right and aim to ensure that everyone has that right by sharing knowledge, raising awareness and facilitating networking to promote gender balance in the workplace.

AXA Pride

AXA Pride is comprised of lesbian, gay, bisexual, transgender employees and friends and promotes LGBT+ friendly changes in our workplace. We provide support and networking opportunities for our employees and members, organising activities that raise awareness about our LGBT+ community.

AXA Working Families

AXA Working Families empowers our employees to achieve work life balance. We know that all families are different but having a group is a good way to offer support to anyone that needs it.


We know when it comes to diversity and inclusion we don’t have all the answers, so we have formed a number of partnerships to help us on our journey.

Business in the Community (BITC)

Business in the Community is the oldest and largest business-led membership organisation dedicated to responsible business. We are members of the Business in the Community Race and Gender campaigns.

Employers Network for Equality and Inclusion (ENEI)

The Employers Network for Equality & Inclusion is the UK’s leading employer network covering all aspects of equality and inclusion issues in the workplace. In 2018 we were awarded the ENEI Disability Confident award and shortlisted for Inclusive Employer of the year. We’ve also achieved Silver Status in the 2018 Talent Inclusion & Diversity Evaluation benchmark.


We have been a Stonewall Champion for many years. Stonewall work with employers to create inclusive and accepting cultures, to make sure employers understand and value the huge benefits brought to them by LGBT+ people, and to empower institutions as advocates and agents of positive change.

Women Ahead

We started working with Women Ahead in 2017. We’re members of the 30% Club, which aims to develop the diversity and inclusion of organisations, and the pipeline and parity of women at all levels of the career pyramid. The ultimate aim is to attract, develop and retain women into board roles.

The story so far

Here are some facts and figures to show you what’s going on inside AXA.



Average employee age


We became members

of Stonewall UK

32 %

Of senior executive positions

held by women

75 %

Of our employees

think of us as an inclusive employer


AXA UK parental leave policy

Extending your family is in equal measure, a joy and an intense journey, and taking care of a child in the first days, weeks and months is a full-time job. That’s why we want to make sure that our working parents are supported throughout the journey and our parental leave is designed to give all parents the best opportunity to succeed and take full advantage of this adventure.

Am I eligible for paid parental leave?
To take advantage of paid parental leave you must have worked for AXA continually for 26 weeks. If you have not completed 26 weeks’ service, you will not be eligible for the payment but can still enjoy time off to be with your new family member.

How many weeks’ leave am I entitled to?
If you are pregnant, adopting, fostering or extending your family through a surrogacy arrangement, you may be entitled to up to 52 weeks’ leave.

We know that sometimes it’s necessary for parents to take extra time off. We’ll support you through this too. Employees with a year’s continuous service who are planning to care for or spend time with their children can take up to 18 weeks unpaid parental leave for each child under 18.

How many weeks’ pay am I entitled to?
As a pregnant parent or primary adopting parent, you will be entitled to 16 weeks’ full pay (inclusive of statutory maternity or adoption pay) and 23 weeks of statutory maternity or adoption pay.
Co-parents can take four weeks’ paid leave, taking it in either one block of four weeks or as two separate blocks of up to two weeks each.

Our shared parental leave policy allows parents who have been employees for at least 26 weeks to share the leave and pay available. You’ll have the flexibility to decide how you and your partner share your leave, as long as the birthing parent takes at least 2 weeks as required by law. You can also take reasonable time off (paid and unpaid) to deal with situations that arise in your personal life under our Time Off policy.

Together, stronger, better.
We wholly believe in the benefits of having a diverse and inclusive workforce – a company where one can be both a parent and a professional, a company that trusts its employees and understands the importance of well-being in the workplace.

When more people can make the best of their abilities in the office, it’s good for us as an employer and as a business. Having employees with the ability to appreciate other people’s perspectives goes a long way towards helping us understand our customers’ challenges, motivations and attitudes — enabling us to design and market products and services that meet their needs more effectively too.

Creating an inclusive environment

Cultivating an environment in which everyone feels valued and recognised is really important to us. To help achieve this, we’ve created and launched a new digital Diversity and Inclusion training course. The training focuses on three areas: embracing diversity, unconscious bias – what it is and how to challenge it, the role you play.

The course highlights the benefits of having diverse teams and the role everyone can play in driving an inclusive culture. We firmly believe that a successful diversity and inclusion programme needs to emphasise the power of diverse teams within all areas of our business.

Flexible working hours

Employees with caring responsibilities, at all levels of the business can take advantage of flexible working. Our Ways of Working policy brings together all the different ways of working under one roof in a simple format. We know 9-5 doesn’t suit everyone and being able to balance home and work is key to an engaged workforce.