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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Mixity Diag
AXA France
Diversity & Inclusion Score
95/100
Labels and certifications
Principal diversity and inclusion indicators
Transversal
Gender
Disability
Ethnicity
Generations
LGBTQIA+
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
12,610
Rate of employees satisfied with the D&I policy
91%
72%
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
Continue to communicate best practice within the company to inspire others, particularly in the banking and insurance sector.
Governance
Carry out an analysis of the main suppliers and service providers to map the resources deployed to promote diversity and inclusion.
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.
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.
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.
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
1,193,136
i.e. 0.24% of purchases
● 0.44%
● 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.
... in the organisation reference website
100%
98%
91%
82%
90%
86%
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
57
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
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.
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
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".
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.
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.).
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
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
10
Number of social media communication in the past 12 months on LGBTQIA+ inclusion
20
Number of workshops, conferences, speaking engagements, testimonials on LGBTQIA+ issues over the past 12 months
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.