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AXA France

recrutement.axa.fr/
Banking, Insurance, Financial services

Description of the activity :

AXA propose à ses clients une gamme complète de produits et services en :
- assurance dommages
- assurance vie, épargne, retraite
- banque
- assistance
- protection juridique
- santé et prévoyance
- transmission de patrimoine…

Year of creation : 1985
Number of employees : 13,000

Labels and certifications

Charte du Réseau mondial sur l’entreprise et le handicap de l’OIT Initiative STOPE pour lutter contre le sexisme ordinaire en entreprise La charte de la Diversité La charte de la Parentalité La charte d’engagement LGBT+ de l'Autre Cercle Le label Gender Equality – International Standard - Diversité (GEEIS Diversity)

Principal diversity and inclusion indicators

Transversal

93%

Gender

91%

Disability

92%

Ethnicity

92%

Generations

92%

LGBT+

97%

Transversal


Mixity score

AXA France

Medium score in my sector

Medium score in all companies
Evolution since 2020
▲ 1 pts

Key indicators

Number of employees in the company

Icone people
 12,589 

Rate of employees satisfied with the D&I policy

 86% 
 74% 
 77% 

Number of employees questionned about Diversity and Inclusion in the company

during the last 2 years

Percentage of people in charge of purchasing trained in inclusive purchasing

during the last 2 years

Percentage of managers trained on non-discrimination during the last 24 months

during the last 2 years

Percentage of managers trained on non-discrimination during the last 24 months

during the last 2 years
= 0 pts

Percentage of new arrivals in the company made aware to inclusion and non-discrimination

within 3 months of recruitment

Percentage of parents and caregivers identified in the company

 Percentage of parents with dependent children
 Percentage of caregivers supporting a relative with a loss of autonomy
 Percentage of employees identified as caregivers or parents

 32% 
 0% 
 68% 

The company promotes the pro-personal life balance of employees including parents and caregivers with the following actions ...


Flexibilité des horaires

Charte de télétravail pour les postes compatibles

Gestions des enfants malades

Prise en compte des vacances scolaires

Dispositif de soutien aux aidants

*UA = Unavailable

Objectifs pour Transversal

Strengths

Points forts pour governance

Governance : The company deployed a survey on the perception of inclusion among all employees of the AXA Group.

Points forts pour governance

Governance : Several actions and events are organised during dedicated times on each of the 5 dimensions of AXA France's diversity and inclusion policy.

Points forts pour governance

Governance : The company has a system that ensures non-discrimination and inclusive representation of society in its advertising and commercial efforts.

Points forts pour recruitment

Recruitment : L'entreprise a intégré la dimension Diversité et Inclusion au sein d'une grille de soft skills (compétences comportementales) liée au recrutement et/ou à la promotion des managers.

Points forts pour recruitment

Recruitment : L'entreprise a mis en place un dispositif d'identification et de correction des biais de recrutement.

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Objectifs pour Transversal

Areas of improvement

Points d'amélioration pour awareness

Awareness : Less than 3% of the purchasing team have been trained in inclusive purchasments.

Objectifs pour Transversal

Recommended goals to reach over more or less 3 years

ObjectivesTransversal

Awareness : Reinforce exemplary inclusive behaviour by employees through the training of all employees in Diversity and Inclusion through the serious game "Living Diversity Together" in 2022.

ObjectivesTransversal

Awareness : Reinforce exemplary inclusive behaviours by HR through "Inclusive HR" training for HR staff.

ObjectivesTransversal

Work life balance : Deploy a more attractive parenting policy.

Gender


Mixity score

AXA France

Medium score in my sector

Medium score in all companies
Evolution since 2020
= 0 pts

Key indicators

Split by generations in the company

Women

  55%


Men

  45%


Non-binary

  0%

Percentage of women on the Board of Directors

▲ 24 pts

Percentage of women senior managers in the company

Percentage of women on the Executive Committee

▲ 13 pts

Percentage of women managers in the company

▲ 2 pts

French Gender Equality Index

92
 / 100
vs 2020 : = 0 pts

Rating at the French Gender Equality Index

Actual pay gap between women and men (job families and comparable ages)


2.43% in favour of men
vs 2020 : = 0 pts
 Women
 Men

Actual pay gap between women and men managers (job families and comparable ages)


2.20% in favour of men
 Women
 Men

Actual pay gap between women and men who are not managers (job families and comparable ages)


0%
 Women
 Men

Percentage of women in the top 10 wages

= 0 pts

Gap between the portion of women and men with a salary increase...

  Femmes

  Hommes


... increased in salary

0.40% in favour of men

... promoted

0%

Gap between training hours attended by men and women


19% in favour of men
vs 2020 : ▲ 8 pts
 Women
 Men

Split by gender...

 Women
 Men
 Non-binary

… in Sales/Sales/Customer Service Functions

 51% 
 49% 
 0% 

... in technical and IT jobs (web, IT jobs, technicians, engineers, operators and specialized agents)

 44% 
 56% 
 0% 

... in support professions (administration, human resources, procurement, communication, marketing, logistics, risk, audit, finance)

 65% 
 35% 
 0% 

Number of paid leave for other new parent (fathers and co-parents) in days - in your company


11
28
28
 Nat. Average.
 2020
 2021
vs 2020 : = 0%

Percentage of employees made aware of sexual harassment and sexual violence.

*UA = Unavailable

Objectifs pour Genre

Strengths

Points forts pour governance

Governance : The company support several french non-for-profit organizations as Financi'elles, l'Ame (Agir pour la Mixité en Entreprise), Bouge Ta Boîte, Des elles pour Entreprendre, Femmes des Territoires, Numériqu’elles, AuFéminin, Informatique au féminin.

Points forts pour career-development

Career development : Existence of several programmes to support women's careers in business (mentoring, coaching, networks, etc.)

Points forts pour life-articulation

Work-life balance : There are coaching sessions (individual and group) for people returning from holiday for the arrival of a child and also for parents with children at the start of the school year.

Points forts pour career-development

Career development : Des objectifs et/ou des actions sont définis pour recruter des femmes ou des hommes dans les métiers "non mixtes".

Points forts pour work-life-balance

Work life balance : Participation de l'entreprise et/ou du CSE aux modes d'accueil de la petite enfance.

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Objectifs pour Genre

Areas of improvement

Points d'amélioration pour remuneration-and-benefits

Remuneration and benefits : Only two womens in the top ten wages of the company.

Points d'amélioration pour career-development

Career development : L'écart en pourcentage d'heures de formation des hommes et des femmes est supérieur à 10%.

Objectifs pour Genre

Recommended goals to reach over more or less 3 years

ObjectivesGenre

Governance : Meet the commitments of the 6th amendment to the diversity and equality agreement (2021-23).

Continue to reduce unjustified pay gaps between women and men.

ObjectivesGenre

Awareness : Prevention of sexism, sexual harassment and gender discrimination.

Continue to develop inclusion and prevent all forms of discrimination and sexual harassment (awareness sessions, conferences, etc.).

Secure the achievement of objectives with one action per year for the prevention of sexism and sexual harassment by continuing to communicate on our awareness-raising and training actions.

ObjectivesGenre

Promotion : Secure the achievement of 45% of women managers by the end of 2023.

To secure the achievement of 25-30% of women among animators, Sales Managers Inspectors (IMC) and DVs by the end of 2023.

ObjectivesGenre

Diversity in professions : To secure the achievement of the commitment to carry out 6 recruitment/employer branding actions per year to promote the IT professions to female students and candidates.

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Disability


Mixity score

AXA France

Medium score in my sector

Medium score in all companies
Evolution since 2020
= 0 pts

Key indicators

Percentage of employees with invisible and visible disabilities in the company.

▲ 1 pts
Le taux réel est de 4.95 %

Recruitment rate on employees with disabilities during the last 12 months

Split by generations in the company

 Women
 Men
 Non-binary

 65% 
 35% 
 0% 

Percentage and annual net amount spent on purchases from structures in the protected and/or adapted work sector for disabled people

Icone money
 1,434,000
i.e. UA* of purchases
● 0.29%   ● 0.27%

Accessibility rate ...

Accessibility rate of company sites (all establishments in France and head office in France of which you are the owner) as a percentage.
 100% 
 97% 
 94% 
... in the company reference website
 84% 
 90% 
 89% 

Percentage of employees having followed an awareness and / or training program during the year with mention of stereotypes related to disability

*UA = Unavailable

Objectifs pour Handicap

Strengths

Points forts pour governance

Governance : Diagnostic réalisé a minima sur les éléments suivants dans les 5 dernières années : recrutements récurrents/situation de pénibilité/ analyse santé au travail.

Points forts pour work-life-balance

Work life balance : Existence d'un processus d'alerte des arrêts maladies longs ou répétés au sein de l'organisation.

Points forts pour recruitment

Recruitment : En phase de recrutement, existence d'une démarche pro-active pour trouver des candidats (f/h/nb) en situation de handicap.

Points forts pour recruitment

Recruitment : L'entreprise a mis en place des stages / contrats en alternance pour les personnes en situation de handicap.

Points forts pour awareness

Awareness : Les actions de sensibilisation intègrent la prévention du handicap des salariés (risques professionnels, facteurs de risques des maladies chroniques : sédentarité, alimentation, addictions).

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Objectifs pour Handicap

Areas of improvement

Points d'amélioration pour recruitment

Recruitment : The employment rate for people with disabilities is below 6%.

Objectifs pour Handicap

Recommended goals to reach over more or less 3 years

ObjectivesHandicap

Recruitment : To achieve the commitments of the agreement by the end of 2022 with a recruitment plan, a job retention plan, employee awareness-raising and recourse to the Protected and Adapted Work Sector (STPA).

ObjectivesHandicap

Recruitment : Continue to increase the employment rate of people with disabilities through the application of the agreement and carry out internal actions to encourage employees to declare themselves to the inclusion mission.

ObjectivesHandicap

Purchases : To spread the good practices beyond AXA and to have an impact in favour of inclusive purchasing and people with disabilities in society by chairing the GT3 "inclusive purchasing" and the France Insurers Disability Committee.

Ethnicity


Mixity score

AXA France

Medium score in my sector

Medium score in all companies
Evolution since 2020
= 0 pts

Key indicators

Number of nationalities in the company

Icone earth
 52

Number of nationalities in the Board of Directors

Icone earth
 4

Number of nationalities in the Executive Commitee

Icone earth
 2

Recruitment rate on employees from the priority areas of city Policy and rural areas

Percentage of trainees and/or internship from the priority areas of city Policy and rural areas

Executives' rate with a public or semi-public university degree/total Executives cohort

Percentage of people with a nationality other than French in the total workforce

Percentage of people with a nationality other than French within managers

*UA = Unavailable

Objectifs pour Multi-culturel

Strengths

Points forts pour governance

Governance : Un diagnostic sur la politique diversité multiculturelle a été réalisé soit en interne soit par une structure extérieure.

Points forts pour recruitment

Recruitment : Existence de dispositifs spécifiques avec des partenaires de l'emploi, associations, fondations... pour le recrutement de candidats fragilisés ou éloignés de l'emploi.

Points forts pour work-life-balance

Work life balance : Existence d'un management des pratiques religieuses dans l’environnement professionnel (règlement intérieur, guide interne du management...).

Points forts pour awareness

Awareness : Existence de partenariats avec des associations externes spécialisées sur la diversité d'origine culturelle et/ou sociale (adhésion, financement, mécénat de compétence, dons en nature, soutien en communication).

Points forts pour awareness

Awareness : L'entreprise a au moins une fois dans l'année été impliquée dans une manifestation externe sur la thématique diversité d'origine culturelle et/ou sociale.

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Objectifs pour Multi-culturel

Areas of improvement

Points d'amélioration pour governance

Governance : The measure on social and cultural diversity in the company.

Objectifs pour Multi-culturel

Recommended goals to reach over more or less 3 years

ObjectivesMulti-culturel

Awareness : Promote and publicise actions in favour of the most vulnerable people.

Construction of a guide dedicated to actions in favour of people who are far from employment.

ObjectivesMulti-culturel

Training : Supporting young people who are far from employment by recruiting BTS, optimising Skills and Mouv'up initiatives.

Reinforce the mentoring of young secondary school students via the associations supported by "AXA Atout Cœur" (AXA Concorde).

Generations


Mixity score

AXA France

Medium score in my sector

Medium score in all companies
Evolution since 2020
▲ 2 pts

Key indicators

Split by generations in the company

Hiring rate of seniors over 50 (employment contracts) compared to all hires over the year (12 months)

▲ 1 pts

Hiring rate of young people under 25 (employment contracts, internship and trainees included) compared to all hires over the year (12 months)

▼ -5 pts

Hiring rate for under 30s from internships and work-study programs

▼ -3 pts

Number of interns and work-study students recruited in the last 12 months

Icone graduation_cap
 827

Training rate

... over 55 years

 97%


... under 25 years

 100%


… of all staff

 100%

Middle age ...

*UA = Unavailable

Objectifs pour Multi-générationnel

Strengths

Points forts pour work-life-balance

Work life balance : Organisation of several events for employee carers (information workshops, conference, discussion groups)

Construction of a guide "Being a carer at AXA France".

Implementation of measures to facilitate the daily life of carers

Points forts pour work-life-balance

Work life balance : The company has developed a best practice guide "Living well in a multigenerational team".

Points forts pour working-conditions

Working conditions : Existence of a job adaptation policy for all employees.

Points forts pour work-life-balance

Work life balance : Mise en place d'une politique de mécénat de compétences en lien avec des associations, notamment dans le cadre d'un accord d'entreprise ou d'un dispositif temps partiel seniors.

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Objectifs pour Multi-générationnel

Areas of improvement

Points d'amélioration pour working-conditions

Working conditions : The absenteeism rate for senior citizens over 55 is 10.5% (French average = 9.61% in 2020 for the over 56s - 13th Barometer of Absenteeism and Engagement - Ayming)

Objectifs pour Multi-générationnel

Recommended goals to reach over more or less 3 years

ObjectivesMulti-générationnel

Career development : Enhance support for people over-50s (assessment, tests, retraining, etc.).

ObjectivesMulti-générationnel

Awareness : Continue to raise awareness in order to combat stereotypes, or self-stereotypes, and to promote the smooth functioning of teams composed of different generations, each of which has to learn from the others.

ObjectivesMulti-générationnel

Work life balance : Continue the deployment of the agreement in favour of assisting employees and the support of the employees concerned.

LGBT+


Mixity score

AXA France

Medium score in my sector

Medium score in all companies
Evolution since 2020
▲ 1 pts

Key indicators

Number of employees who make part of the LGBT+ community and/or network

Icone people
 1,400 

Existence of LGBT network gathering LGBT+ employees or allies


Split by gender in the LGBT+ network

 75% 
 25% 
 0% 
 Women
 Men
 Non-binary

Number of actions carried out during the year with LGBT associations

Icone hands
 10
vs 2020 : ▲ 8

Number of media communication in the past 12 months on LGBT+ inclusion

Icone antenna
 3
vs 2020 : ▼ -2

Number of social media communication in the past 12 months on LGBT+ inclusion

Icone smartphone
 36

Number of workshops, conferences, speaking engagements, testimonials on LGBT+ issues over the past 12 months

Icone megaphone
 10

Percentage of employees made aware about LGBT topics

*UA = Unavailable

Objectifs pour LGBT+

Strengths

Points forts pour governance

Governance : L'entreprise a mis en place une démarche de mécénat ou de soutien auprès d’organisations représentatives des personnes LGBT+.

Points forts pour recruitment

Recruitment : L'entreprise a participé dans l'année à un événement de recrutement qui s'adressent aux personnes LGBT+.

Points forts pour awareness

Awareness : Existence au sein de l'entreprise d'un dispositif spécifique et/ou d'une démarche de sensibilisation des managers et personnels RH pour accompagner le coming out professionnel des personnes LGBT+.

Points forts pour awareness

Awareness : Existence au sein de l'entreprise d'un programme ou dispositif visant à mettre en avant des rôles modèles LGBT+.

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Objectifs pour LGBT+

Areas of improvement

Points d'amélioration pour awareness

Awareness : Less than 50% of employees have been made aware about LGBTQ+ topics.

Objectifs pour LGBT+

Recommended goals to reach over more or less 3 years

ObjectivesLGBT+

Governance : Renew the signature of the "charte de l’Autre Cercle".

ObjectivesLGBT+

Awareness : Continue to raise awareness among employees (conferences, guides) and participate in Têtu Connect and Autre Cercle events.

ObjectivesLGBT+

Work life balance : Continue to support employees who are transitioning or coming out.

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