AXA France
recrutement.axa.fr/
Banking, Insurance, Financial services
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…
Number of employees : 13,000
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Labels and certifications
Principal diversity and inclusion indicators
Transversal
Gender
Disability
Ethnicity
Generations
LGBT+
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
12,589
Rate of employees satisfied with the D&I policy
86%
73%
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 ...
✓ Schedule flexibility
✓ Charte de télétravail pour les postes compatibles
✓ Gestions des enfants malades
✓ Prise en compte des vacances scolaires
✓ Dispositif de soutien aux aidants
*UA = Unavailable
Strengths
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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Areas of improvement
Awareness : Less than 3% of the purchasing team have been trained in inclusive purchasments.
Recommended goals to reach over more or less 3 years
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
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
Strengths
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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Areas of improvement
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.
Recommended goals to reach over more or less 3 years
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
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
1,434,000
i.e. UA* of purchases
● 0.28%
● 0.26%
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.
... in the company reference website
100%
97%
96%
84%
92%
90%
Percentage of employees having followed an awareness and / or training program during the year with mention of stereotypes related to disability
*UA = Unavailable
Strengths
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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Areas of improvement
Recruitment : The employment rate for people with disabilities is below 6%.
Recommended goals to reach over more or less 3 years
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
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
52
Number of nationalities in the Board of Directors
4
Number of nationalities in the Executive Commitee
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 : 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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Areas of improvement
Governance : The measure on social and cultural diversity in the company.
Recommended goals to reach over more or less 3 years
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
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
827
Training rate
... over 55 years
97%
... under 25 years
100%
… of all staff
100%
Middle age ...
*UA = Unavailable
Strengths
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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Areas of improvement
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)
Recommended goals to reach over more or less 3 years
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+
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
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
10
vs 2020 :
▲
8
Number of media communication in the past 12 months on LGBT+ inclusion
3
vs 2020 :
▼
-2
Number of social media communication in the past 12 months on LGBT+ inclusion
36
Number of workshops, conferences, speaking engagements, testimonials on LGBT+ issues over the past 12 months
10
Percentage of employees made aware about LGBT topics
*UA = Unavailable
Strengths
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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Areas of improvement
Awareness : Less than 50% of employees have been made aware about LGBTQ+ topics.
Recommended goals to reach over more or less 3 years
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.