Our differences make the difference
AXA celebrates NYC Pride
AXA has been an official gold level sponsor of NYC Pride, one of the largest LGBT events in the world, for the past two years! AXA has a long and proud history of supporting the LGBT community, and our sponsorship of NYC Pride in 2014 and 2015 is just one part of our steadfast commitment to welcoming and encouraging a truly inclusive workplace.
Watch a recap of AXA's involvement in NYC Pride 2015.
AXA, through its philanthropic arm the AXA Foundation, works to improve the quality of life in communities across the country where the company has a presence. Its signature program, AXA AchievementSM, awards over $1.3 million a year in scholarships, making AXA one of the nation's largest corporate providers of scholarships. More than 5,100 students have won AXA AchievementSM Scholarships since the program launched in 2003.
In addition to our efforts around AXA AchievementSM, the AXA Foundation funds nationally recognized organizations that address the needs of diverse communities. These include:
- The Organization for Chinese Americans (OCA)
- The United Negro College Fund (UNCF)
- Hispanic Scholarship Fund (HSF)
- St. John’s University School of Law – Ronald H. Brown Center for Civil Rights and Economic Development
- Dress for Success
- French Institute Alliance Francaise (FIAF)
AXA has a formal supplier diversity program with established policies and procedures to ensure that diverse suppliers are represented in contracting and procurement opportunities.
We focus not only on the diversity of our suppliers, but also on the diversity of our suppliers’ workforce and supplier base.
Our supplier diversity program is aligned with the company’s core values and is committed to driving value for our diverse suppliers, our clients and our shared communities. Our goals are to:
- Promote supplier diversity through education and networking;
- Facilitate diverse supplier development; and
- Participate in supplier diversity organizations.
Learn more about Supplier Diversity and how to register your company to become a potential supplier.
“Diversity and inclusion are important considerations in every facet of business. From the composition of a workforce, to the types of products offered to clients, companies understand the value of embracing and integrating difference.
If an organization is going to be a true ambassador of diversity and inclusion, however, then actions must be more than mandatory training exercises and corporate declarations. Instead, diversity and inclusion must be bold principles – woven within the core of an organization – that both guide business goals and allow employees to bring their whole self to work and achieve their highest potential.
I have embraced these principles throughout my life. As someone who has lived on four continents, I know firsthand the value that different perspectives and experiences bring to an organization and how an inclusive environment fosters true innovation.
At AXA, all of our people add to our ability to fulfill our commitment to the communities we serve. By offering people financial guidance catered to their specific needs, we help them protect themselves and their loved ones”.
Mark Pearson, Chairman and CEO
“AXA’s commitment to diversity and inclusion is an important part of how we conduct business. We view these efforts as core components of our success.
We have worked hard on putting foundations in place — a Diversity & Inclusion team, the Diversity and Inclusion Council, Employee Resource Groups, and diversity and inclusion training opportunities. Now it is time to embed D&I into everything we do, especially our talent and people processes. An engaged workforce of the best and brightest talent — complete with a diverse set of outlooks and experiences — is the best way to provide innovative solutions that support our customers. It is only when employees feel they have the opportunity to openly contribute their best ideas that true success is possible.
Embedding D&I into the fabric of how we operate makes good business sense, and will allow AXA to be considered a best-in-class company for diversity and inclusion”.
Melisa Waters, Chief Talent and Diversity Officer
At AXA, our employees are our greatest asset. Together we seek to grow a diverse and inclusive culture where our thoughts and ideas are valued, respected and appreciated. Diversity at AXA means accepting, understanding, and valuing the many differences among individuals regardless of their age, gender, race, ethnicity, religion, disabilities, culture and sexual orientation or any other facet of diversity. It means engaging every one of our employees and providing development opportunities that allow employees to maximize on their talents. Our Employees help to drive this commitment through our Diversity and Inclusion Advisory Council and Employee Resource Groups.
Diversity and Inclusion Advisory Council (DIAC)
The DIAC comprises up to 12 individuals in roles with strategic influence and authority. Chaired by the CEO, the DIAC guides the Diversity and Inclusion strategy and drives the agenda for change.
Employee Resource Groups (ERGs)
ERGs are comprised of employees who share an interest or dimension of diversity and are open to all employees. ERGs work toward common business goals supporting AXA’s diversity and inclusion strategy.
ERGs provide employees with development and engagement opportunities. Learn more about how ERGs have enriched the lives of employees working at AXA.
AXA sponsors the following ERGs:
|AXA ABLE (Awareness of overcoming Barriers and creating a Lifestyle of Equality)
AXA ABLE hopes to foster awareness of disabilities/special needs within the AXA community by developing a support platform for AXA employees who have disabilities/special needs, or who are caregivers to individuals with disabilities/special needs.
|AXA B.L.A.C.C. (Building Leadership & Cultural Connections)
AXA B.L.A.C.C. is committed to exploring the diverse experiences of individuals of African descent. AXA B.L.A.C.C. seeks to create opportunities for colleagues, the company, and the community at large by fostering professional development, spreading cultural awareness and promoting financial literacy.
|AXA CARES (Creating Awareness Recognition Encouragement Support of military veterans and their families)
With pride and appreciation, AXA CARES raises awareness and provides support to our military employees, their families, and service men and women throughout the community.
AXA Family is a network whose aim is to provide information, activities and support to employees and their families around their Life Events.
|AXA Pride (LGBT)
AXA Pride is composed of lesbian, gay, bi-sexual and trans-gender employees and allies. AXA Pride’s mission is to create and sustain an AXA presence in the LGBT community and to promote equality for all employees inclusively.
|DPN (Developing Professionals Network)
DPN’s goals are to help grow careers by increasing awareness of career development opportunities; develop networks through engaging new and current employees and create a sense of community across AXA.
|FR.EN.CH (Francophile Engagement Challenge)
FR.EN.CH. promotes and leverages the engagement of AXA's Francophile community to raise cross-cultural awareness and communication across a multilingual environment.
|HERO (Hispanic Employee Resource Organization)
HERO promotes Hispanic cultural awareness through education, empowerment and engagement in the AXA community.
|PARC (Pan Asian Resource Council)
PARC is a culturally diverse employee initiative committed to advancing a deeper understanding of Asian culture, enhancing employee engagement and professional development and pursuing external business opportunities in Asian American communities.
|WOW (Women's Outreach at Work)
WOW’s goals are to inspire, empower and support women in the pursuit of professional and personal development for career, home, and community.
For more information, please contact email@example.com
|In 2016, AXA was recognized for the third consecutive year by the Human Rights Campaign (HRC) with a score of 100 on the Corporate Equality Index (CEI). The CEI provides an in-depth analysis and rating of large U.S. employers and their policies and practices pertinent to lesbian, gay, bisexual and transgender employees. It is the premiere national benchmark for LGBT workplace inclusion. AXA is included in HRC's Buying for Workplace Equality Guide.|
|In 2015, the AXA Farmington office was recognized by the Hartford Courant and FOX CT as a Top Workplace in Connecticut. AXA was ranked 6th among small businesses in CT and 1st in Communication, a special award category. Each year, employees have the opportunity to nominate their employers for recognition as a Top Workplace in Connecticut. Employees are then asked to share feedback on their employers via a short survey focusing on organizational direction, execution, managers, pay and benefits.|
|In 2013 and 2012, AXA was recognized by Working Mother magazine as one of the 25 Best Companies for Multicultural Women. Judged not only on their programs but also for their ability to hire, retain and advance multicultural women, the best companies were recognized for their commitment to helping women of color build powerful networks, both personally and professionally.|
|In 2013, AXA received a score of 95 out of 100 in Human Rights Campaign's Corporate Equality Index.|
|In 2012, AXA received the Women Presidents' Educational Organization (WPEO) Corporate Leadership Award. WPEO is a regional affiliate of the Women's Business Enterprise National Council (WBENC), a leading organization for women-owned businesses. AXA was recognized for having the highest cumulative value of contracts with women-owned businesses.|
|In 2012, AXA was named as one of Equal Opportunity Magazine’s Top 50 Employers. Readers of Equal Opportunity were asked to name the employers, both in the private and public sectors, for whom they would most like to work or that they believe would provide a positive working environment for members of minority groups.|
|In 2011, AXA placed on DiversityInc’s Top 50 list for the first time. Over 500 companies submitted applications and were evaluated in four areas: CEO commitment, human capital, corporate and organizational communications, and supplier diversity. In 2013 and 2012, AXA was recognized by DiverstyInc’s editorial staff as one of DiversityInc’s 25 Noteworthy Companies.|
|In 2011 and 2012, AXA's Diversity and Inclusion Advisory Council (DIAC) was recognized and honored as one of the Nation's Top 25 diversity councils and received the Diversity Council Honors Award. Applicants were evaluated in four categories: demonstrated council results, demonstrated management commitment, measurement and accountability, and communication and education.
|In 2011, AXA was selected by Savoy as one of its Top 100 Companies to Work For. The magazine’s editorial staff conducted extensive research of Fortune 500, S&P 500, large non-profit companies, government agencies and the nation’s largest private companies. Savoy surveyed former and current employees to determine whether the company had characteristics including: Blacks in management and senior management positions, strong diversity outreach efforts, strong supplier diversity program, and support of national Black organizations.
|In 2008, 2010 and 2011, AXA was recognized with Profiles in Diversity Journal’s Diversity Leaders Award. This award honors organizations with outstanding diversity communication practices. In 2009, AXA was recognized with Profiles in Diversity Journal’s International Innovation in Diversity Award. This award recognizes organizations that have developed innovative solutions offering measurable outcomes in workforce diversity and inclusion.|
|In 2012, AXA’s Law Department was recognized by InsideCounsel as a top legal team that taps into their powerful ideas to transform and renew their departments and companies. In 2009, the Law Department partnered with The Ronald H. Brown Center for Civil Rights and Economic Development at St. John’s University School of Law in New York and law firm Hughes Hubbard & Reed to create a comprehensive internship program for minority students. In the past four years, more than 25 students from the Brown Center have partnered with AXA. Students who have participated in this program have increased their LSAT scores by an average of 10 points. Additionally, program participants have earned scholarships together totaling approximately $6 million, and more than 80 percent of program graduates have been accepted to at least one law school.|
|In 2010, AXA received The Ronald H. Brown Center for Civil Rights and Economic Development Trailblazer Award. This award is presented annually to honor individuals and businesses that demonstrate a commitment to uplifting under-represented groups and individuals.|
|Annually, Diversity Edge magazine recognizes the top 20 companies that demonstrate leadership in recruiting, retaining, and career advancement programs for diverse professionals. AXA was named a top company for diverse graduates in 2009.|
|“Women Worth Watching” identifies, promotes, and supports women in leadership and the organizations that employ them. Nominated by their colleagues, peers, and mentors for their initiative and achievements, the women recognized represent the best of what is possible for organizations that embrace gender diversity–not as a “nice to have” but as a strategic business imperative. Tammy Butts, Divisional EVP in the Chicago Branch, was recognized in 2009 for this award.|
Equal Opportunity Employer – M/F/D/V