


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…
Principal diversity and inclusion indicators
Transversal
*UA = Unavailable
Governance : The company has a system that ensures non-discrimination and inclusive representation of society in its advertising and commercial efforts.
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,
Recruitment : L'entreprise a mis en place un dispositif d'identification et de correction des biais de recrutement.
Governance : The company deployed a survey on the perception of inclusion among all employees of the AXA Group.
Governance : Several actions and events are organised during dedicated times on each of the 5 dimensions of AXA France's diversity and inclusion policy.
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Awareness : Less than 3% of the purchasing team have been trained in inclusive purchasments.
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.
Awareness : Reinforce exemplary inclusive behaviours by HR through "Inclusive HR" training for HR staff.
Work life balance : Deploy a more attractive parenting policy.
Gender
Rating at the French Gender Equality Index
*UA = Unavailable
Career development : Des objectifs et/ou des actions sont définis pour recruter des femmes ou des hommes dans les métiers "non mixtes".
Work life balance : Participation de l'entreprise et/ou du CSE aux modes d'accueil de la petite enfance.
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.
Career development : Existence of several programmes to support women's careers in business (mentoring, coaching, networks, etc.)
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.
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Career development : L'écart en pourcentage d'heures de formation des hommes et des femmes est supérieur à 10%.
Remuneration and benefits : Only two womens in the top ten wages of the company.
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.
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.
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.
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
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Governance : Diagnostic réalisé a minima sur les éléments suivants dans les 5 dernières années : recrutements récurrents/situation de pénibilité/ analyse santé au travail.
Work life balance : Existence d'un processus d'alerte des arrêts maladies longs ou répétés au sein de l'organisation.
Recruitment : En phase de recrutement, existence d'une démarche pro-active pour trouver des candidats (F/H) en situation de handicap.
Recruitment : L'entreprise a mis en place des stages / contrats en alternance pour les personnes en situation de handicap.
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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Recruitment : The employment rate for people with disabilities is below 6%.
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).
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.
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
*UA = Unavailable
Governance : Un diagnostic sur la politique diversité multiculturelle a été réalisé soit en interne soit par une structure extérieure.
Recruitment : Existence de dispositifs spécifiques avec des partenaires de l'emploi, associations, fondations... pour le recrutement de candidats fragilisés ou éloignés de l'emploi.
Work life balance : Existence d'un management des pratiques religieuses dans l’environnement professionnel (règlement intérieur, guide interne du management...).
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).
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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Governance : The measure on social and cultural diversity in the company.
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.
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
*UA = Unavailable
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.
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
Work life balance : The company has developed a best practice guide "Living well in a multigenerational team".
Working conditions : Existence of a job adaptation policy for all employees.
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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)
Career development : Enhance support for people over-50s (assessment, tests, retraining, etc.).
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.
Work life balance : Continue the deployment of the agreement in favour of assisting employees and the support of the employees concerned.
LGBT+
*UA = Unavailable
Governance : L'entreprise a mis en place une démarche de mécénat ou de soutien auprès d’organisations représentatives des personnes LGBT+.
Recruitment : L'entreprise a participé dans l'année à un événement de recrutement qui s'adressent aux personnes LGBT+.
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+.
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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Awareness : Less than 50% of employees have been made aware about LGBTQ+ topics.
Governance : Renew the signature of the "charte de l’Autre Cercle".
Awareness : Continue to raise awareness among employees (conferences, guides) and participate in Têtu Connect and Autre Cercle events.
Work life balance : Continue to support employees who are transitioning or coming out.