At AXA, we believe that inclusion and a sense of belonging are fundamental to our success. We understand that every individual brings their own unique experiences, perspectives, and skills to the table. By fostering an inclusive environment, we can tap into the full potential of our diverse workforce, build a culture where everyone feels valued and respected, and ultimately continue to be a place where people love to work.
Women in Finance Charter
The Women in Finance Charter, from HM Treasury, asks financial services companies to commit to the progression and appointment of women into senior roles to help drive gender equality in the industry. We’ve committed to the Charter since 2017 because we want to build a diverse workforce that represents our dynamic customer base, and because we believe it’s the right thing to do. Found out more about AXA and the Women in Finance Charter.
Pay Gap Reporting
Our 2024 Pay Gap report, published in February 2025, shows not only our gender pay gap but also our ethnicity pay gap.
The underlying cause of our gender pay gap is that we have more women than men in our junior roles and more men than women in our senior roles.
The main driver of our ethnicity pay gap is the higher proportion of ethnically diverse colleagues in both junior and senior roles, compared to fewer in mid-level roles.
At AXA UK we do not pay colleagues differently based on gender or ethnicity. We are proud to contribute to the AXA Group’s annual comprehensive fair pay review, ensuring all colleagues across the company are paid equally for work of comparable value.
Our Employee Networks
AXA Able
Aiming to raise awareness about disability neurodiversity and mental health in the work place. It provides support and networking opportunities for colleagues and family members who have a connection to disability, neurodiversity or mental health.
AXA Balance
AXA Balance represents gender equality and working families. It aims to promote flexibility in finding balance in both work and life, and enable our people to feel confident in using the benefits available to them, such as family leave. It also promotes wellbeing and recognises our diverse role models to help create a supportive and inspiring working environment.
Carers@AXA
Carers@AXA aims to support our people who have caring responsibilities for the elderly, a person with a disability or someone who's really ill. It was established after our diversity data showed that nearly half of our people have caring responsibilities and over a quarter said they have caring responsibility for an elderly or disabled relative.
AXA Pride
AXA Pride is comprised of LGBT+ employees and allies to promote LGBT+-friendly changes in our workplace. The group provides support and networking opportunities for all our colleagues and members and organise activities within AXA that raise awareness about our LGBT+ community.
AXA REACH
AXA REACH (Reach, Ethnicity and Cultural Heritage) was formed in 2017. It aims to raise awareness about the value of ethnicity in the workplace and the importance of a diverse workforce. We champion the belief that every colleague should have equal access to work and the opportunity to reach their potential, regardless of ethnicity, background or circumstance.
Our partnerships
We know that when it comes to inclusion we don’t have the answers to everything. So to help, we’ve formed a number of partnerships that are supporting us on our journey:
Business Disability Forum
In 2020 we began working with Business Disability Forum to further improve our commitment to disability inclusion. As one of the UK’s leading specialists,Business Disability Forum helps us to connect with other organisations who share our passion on disability inclusion, work collaboratively with the Government, and provide networking opportunities for our colleagues with disabilities.
Carers UK
Carers UK is a national membership charity for carers. We’ve partnered with Carers UK to support us on our journey and to help us develop carer-friendly policies and provide information and advice to help our colleagues balance work and care effectively. In November 2025, we also became a Careers Confident accredited employer.
GAIN (Group for Autism, Insurance, Investment and Neurodiversity)
GAIN stands for the Group for Autism, Insurance, Investment and Neurodiversity. Our partnership assists our progress with supporting our neurodivergent colleagues. Their expertise and lived experience in the field provides us with best practices for successful inclusion of neurodiversity in the workplace.
iCAN (Insurance Cultural Awareness Network)
iCAN is a significant volunteer-led network that advises on and supports multicultural inclusion and diversity in the insurance sector. Their objective is to raise multicultural awareness and encourage engagement within the industry, enabling us to hire the best talent from all backgrounds and foster an inclusive culture. This partnership provides networking opportunities for our ethnically diverse colleagues and widens the talent pool for prospective roles.
LGBT Great
LGBT Great is our newest partnership to support our LGBT+ colleagues. Their vision is to see business lead the world in LGBT+ inclusion by 2035 by workplaces becoming authentically inclusive. Their tag line ‘when people prosper, everyone thrives’ aligns with our AXA ethos and raising LGBT+ inclusion standards. Our partnership provides access to their community, including insights and mentoring to talent attraction and workplace policies.
Women in data
There is a significant gender imbalance across the data industry, with our partnership with Women in Data acknowledging our commitment to rectify this. This allows for knowledge exchange and collaborations to embrace and leverage the importance of women in data.
55 Redefined
AXA has been awarded the 55/Redefined age accreditation, which acknowledges the company's commitment to supporting its colleagues who are 55 years old and above. The organisation 55/Redefined assists companies with forward-thinking attitudes in reassessing and recognising the advantages of involving individuals over the age of 50. This accreditation is granted to employers dedicated to achieving goals aimed at tackling ageism.
