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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
Mixity Diag
AXA France

Diversity & Inclusion Score

95/100


Gender

93%

Disability

95%

Ethnicity

82%

Generations

93%

LGBTQIA+

100%

Logo Mixity

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) PAQTE

Principal diversity and inclusion indicators

Transversal

98%

Gender

93%

Disability

95%

Ethnicity

92%

Generations

93%

LGBTQIA+

100%

Transversal


Mixity score

AXA France

Medium score in my sector

Medium score in all companies
Evolution since 2022
▲ 5 pts

Key indicators

Number of persons in the organisation

Icone people
 12,610 

Rate of employees satisfied with the D&I policy

 91% 
 73% 
 84% 
91% des répondants se sentent inclus et acceptés comme ils sont.

Number of employees questionned about Diversity and Inclusion in the organisation

during the last 2 years
52% de personnes ont répondu en 2021.

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

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

within 3 months of recruitment

Percentage of parents and caregivers identified in the organisation

 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

 67% 
 UA* 
 33% 

The organisation 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

Autres

*UA = Unavailable

Strengths

Awareness
The company organises a dedicated time on the subject of diversity and inclusion (diversity day or week) for each pillar of its policy.
Governance
The company has a system that ensures non-discrimination and inclusive representation of society in its advertising and commercial efforts.
Governance
L'entreprise implique ses partenaires sociaux dans la définition et le suivi de sa politique de diversité et inclusion
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.

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Areas of improvement

Governance
The evaluation of the CSR performance of the main suppliers and service providers can be extended to include diversity and inclusion criteria.

Recommended goals

Governance
Carry out an analysis of the main suppliers and service providers to map the resources deployed to promote diversity and inclusion.
Governance
Continue to communicate best practice within the company to inspire others, particularly in the banking and insurance sector.
Awareness
Continue to train human resources staff in diversity, equity and inclusion.

Continue to roll out awareness-raising sessions to ensure inclusive behaviour at all levels.

Gender


Mixity score

AXA France

Medium score in my sector

Medium score in all companies
Evolution since 2022
▲ 2 pts

Key indicators

Split by generations in the organisation

Women

  56%


Men

  44%


Non-binary

  0%

Percentage of women on the Board of Directors

Percentage of women senior managers in the organisation

Percentage of women managers in the organisation

French Gender Equality Index

92
 / 100

Rating at the French Gender Equality Index

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


2.26% in favour of men
 Women
 Men

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


2% in favour of men
 Women
 Men

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


0.06% in favour of men
 Women
 Men

Percentage of women in the top 10 wages

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

  Femmes

  Hommes


... increased in salary

1% in favour of women

... promoted

0.11% in favour of women

Gap between training hours attended by men and women


9.70% in favour of men
 Women
 Men

Split by gender...

 Women
 Men
 Non-binary

… in Sales/Sales/Customer Service Functions

 47% 
 53% 
 0% 

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

 47% 
 53% 
 0% 

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

 64% 
 36% 
 0% 

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


25
UA*
25
 Nat. Average.
 2023

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

*UA = Unavailable

Strengths

Gender balance in the workforce
Setting up programmes to attract talent to Tech: Women in Tech, Women tech IT
Gender balance in the workforce
Setting up a development programme for businesswomen: Moi Leader programme to accelerate the development and empowerment of businesswomen
Career development
Existence d'un programme de mentoring pour aider les femmes dans leur évolution de carrière.
Career development
Des objectifs et/ou des actions sont définis pour recruter des femmes ou des hommes dans les métiers "non-mixtes".

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Areas of improvement

Compensation and benefits
Some differences in pay, training, pay rises and promotions persist in favour of men.

Recommended goals

Career development
Securing the 45% target for women executives by the end of 2023.

Ensure that between 25% and 30% of Sales Managers and Inspectors are women by the end of 2023.
Awareness
Ensure that all people with a management or support role have received training on gender stereotypes and sexism.

Continue to communicate on awareness-raising and training initiatives.
Work-life balance
Continue to raise awareness among second parents, particularly with regard to statutory leave.

Disability


Mixity score

AXA France

Medium score in my sector

Medium score in all companies
Evolution since 2022
▲ 3 pts

Key indicators

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

Recruitment rate on employees with disabilities during the last 12 months

Split by generations in the organisation

 Woman
 Man
 Non-binary

 66% 
 34% 
 0% 

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

Icone money
 1,193,136
i.e. 0.24% of purchases
● 0.39%   ● 0.36%

Accessibility rate ...

Accessibility rate of organisation sites (all establishments in France and head office in France of which you are the owner) as a percentage.
 100% 
 98% 
 92% 
... in the organisation reference website
 82% 
 90% 
 87% 

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

*UA = Unavailable

Strengths

Worklife balance
The company has set up a system to support job adjustments: 1,700 between 2020 and 2022.
Governance
Partenariats avec ses sous-traitants pour réaliser de la co-traitance avec le secteur du travail protégé et adapté (STPA ).
Worklife balance
Existence d'un dispositif pour sensibiliser et/ou accompagner les salariés (f/h/nb) en situation de maladie chronique.
Awareness
Mise en place de partenariats avec des associations externes spécialisées sur le handicap.

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Areas of improvement

Recruitment
The recruitment website is 82% accessible.

Recommended goals

Governance
Negotiate a new disability agreement for 2023-25, with a broader scope, to ensure that all AXA employees in France benefit from the same support measures.
Recruitment
Pursue all actions to promote the recruitment of disabled people within the organisation.
Awareness
Continue to raise awareness and provide resources for disability inclusion within the organisation.
Working conditions
Train first-aiders to be better able to spot mental health problems and adopt appropriate behaviour: roll out mental health first-aid training for HR, medical and social services.
Governance
Carrying out a diagnostic on the accessibility of websites for clients and candidates (f/h/nb) using the RGAA nomenclature.

Ethnicity


Mixity score

AXA France

Medium score in my sector

Medium score in all companies
Evolution since 2022
= 0 pts

Key indicators

Number of nationalities in the organisation

Icone earth
 57

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

Strengths

Governance
An analysis of the multicultural diversity policy has been carried out.
Partnership
Support for young people who are a long way from employment: Participation in a wide range of forums and fairs (e.g. "jeunes d'avenirs", "Acteurs d'avenir", "100 chances 100 jobs", AXA Atout Cœur partnerships, etc.).
Recruitment
Existence de partenariats avec des associations et/ou organisations qui oeuvrent pour l'insertion dans l'emploi des personnes réfugiées.
Worklife balance
Existence d'un management des pratiques religieuses dans l’environnement professionnel (règlement intérieur, guide interne du management...).

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Areas of improvement

Training
No tracking of types and levels of qualifications within the workforce.

Recommended goals

Governance
Organise working sessions on recruitment and careers with regard to social and cultural origins.

Set up a system for monitoring types of diploma in order to understand employee profiles (f/h/nb) and ensure the neutrality of the recruitment process.
Recruitment
Continue support and recruitment initiatives for refugees.
Awareness
Organising discussion and awareness-raising sessions on issues relating to cultural and social differences.

Generations


Mixity score

AXA France

Medium score in my sector

Medium score in all companies
Evolution since 2022
▲ 1 pts

Key indicators

Split by generations in the organisation

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

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

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

Training rate

... over 55 years

 91%


... under 25 years

 100%


… of all staff

 97%

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

Icone graduation_cap
 836

Middle age ...

*UA = Unavailable

Strengths

Awareness
Organising conferences and workshops on unconscious bias and generational stereotypes

Drawing up a best practice guide on "living well in a multigenerational team".
Recruitment
L'entreprise a mis en place une politique d’embauche d’apprentis.
Career development
L'entreprise a défini des objectifs chiffrés de maintien dans l'emploi des salariés (f/h/nb) de plus de 55 ans.
Career development
Existence d'un dispositif spécifique à la transition retraite au sein de l'entreprise.
Worklife balance
Existence d'un dispositif spécifique d'aménagement de temps de travail pour les effectifs de plus de 55 ans.

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Areas of improvement

Recruitment
11.7% of the workforce is under 30.

Recommended goals

Governance
Negotiate a new Caregivers Agreement 2023-25, with a broader scope, so that all AXA employees in France benefit from the same support measures.
Recruitment
Continue to promote the recruitment of young graduates (f/h/nb).

Monitor applications received by age and gender during the various recruitment phases.
Awareness
Carry out specific initiatives for employees aged 50 and over.

Join the Club Landoy and roll out an awareness-raising campaign and an enhanced HR support programme (assessment, tests, retraining, etc.).

LGBTQIA+


Mixity score

AXA France

Medium score in my sector

Medium score in all companies
Evolution since 2022
▲ 3 pts

Key indicators

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

Icone people
 2,000 

Existence of a network gathering LGBTQIA+ employees or allies


Split by gender in the LGBTQIA+ network

 74% 
 36% 
 0% 
 Woman
 Man
 Non-binary

Number of actions carried out during the year with LGBT associations

Icone hands
 10

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

Icone smartphone
 20

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

Icone megaphone
 10

Percentage of employees made aware about LGBTQIA+ topics

*UA = Unavailable

Strengths

Governance
Creation of an LGBT+ Finance network and sharing of best practice between companies.
Governance
L'entreprise soutient ou est partenaire d'un réseau d'étudiant LGBT.
Awareness
Dans ses communications sur sa politique de non-discrimination, l'entreprise fait explicitement référence à l'orientation sexuelle / identité et expression du genre.

Areas of improvement

No area of improvement

Recommended goals

Awareness
Ensuring that all those with a management role understand the issues surrounding gender identity.
Governance
encourage your stakeholders to follow your commitment to the inclusion of LGBTQIA+ people.
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