Inclusion & Diversity

Dignity at Work
At AXA XL, we are committed to equal opportunities in all aspects of employment. We strive to provide a working environment that respects the rights of those we work with, and where colleagues treat each other with dignity and respect. We protect and support the rights of all employees regardless of age, nationality, race, ethnicity, gender, sexual orientation, gender identity or expression, religion, marital status or disability, and oppose all forms of unfair or unlawful discrimination.

Employee Engagement in I&D

Our employees play a critical role in driving an inclusive and diverse culture at AXA XL. Through our five Business Resource Groups, spanning 27 Chapters around the world, we advance innovation, collaboration, and ultimately, our business goals.

LEAD
Leading, Empowering and Advancing Diversity

LEAD seeks to engage both women and men to accelerate gender equality at AXA XL and encourage a culture of inclusion for all colleagues.

Pride
LGBT+ and allies promoting openness and respect for all

Pride provides an important forum for out colleagues and allies to network, develop, and feel comfortable bringing their whole selves to work.

Rise
Developing colleagues from historically underrepresented racial and ethnic groups

Rise shines a spotlight on colleagues from historically underrepresented racial and ethnic groups with the aim of supporting their development and inclusion at AXA XL.

EnAble
Recognizing all abilities, visible and invisible

EnAble seeks to foster the inclusion of colleagues with disabilities – both visible and invisible – to make sure everyone has an equal opportunity to be successful.

Inclusion Committees
Becoming the most inspiring company to work for

Inclusion Committees drive a broader focus on all aspects of identity to support more inclusive workplace environments and practices for all colleagues.

UK Women in Finance Charter
When XL Catlin (UK) signed the Charter in 2018 we had 32% representation of women in senior management roles. We are happy to say that we have exceeded our target of 35%, and have reached 36.5% representation in 2023. We remain focused on taking proactive action to continue to exceed our target and further increase representation.

Over the last year we have continued to work towards our agreed actions including our diverse slate policy which supports the integration of women in the workforce with the commitment of 50% of candidates who progress to interview being women. In addition to launching a UK women’s development program ‘Unlimited Potential – UP'. Designed to equip participants to excel within their current roles, prepare them for success for the next step in their careers and reach their full potential.

This demonstrates our commitment to the charter and supporting the development of our female colleagues and candidates.

We believe we are on track to maintain and progress against our Charter target and will continue working to ensure that the right people, initiatives, and processes are in place to support this.

UK Gender Pay Gap Report
Effective April 2017, the UK government passed legislation requiring companies to report on certain key statistics relating to gender pay. Employers with 250 or more employees must publish and report specific figures about their gender pay gap. Read our reports for 2023, 2022 and 2021.

UK Ethnicity Pay Gap Report
With a mission to create a culture of Know You Can that is inclusive of all colleagues and further demonstrate our commitment to I&D, we are pleased to publish our third UK ethnicity pay gap report. Our reporting is based on the same data and methodology as our UK gender pay gap reporting but analysed for our UK organisation and workforce based on their ethnicity information. Read our report for 2023, 2022 and 2021.

French Gender Score
Since 2019, according to French law, each company in France with 50 or more employees must publish their Gender Score every year. This gender score reflects the practices the Company put in place to ensure Gender Equality. For 2023, the XL Catlin Services SE France Gender Score reached 83/100. Please find below the detail of the results per indicator:

• Gender Pay Gap : 33/40
• Gap in the individual increases rate: 20/20
• Gap in the promotions rates between women and men : 15/15
• % of employees increased upon their return from maternity leave (if salary increases occurred during this period) : 15/15
• Parity among the 10 highest remunerations : 0/10