Fostering an Inclusive Culture
Gender representation is an important part of our overall People and Culture program, which aims to promote inclusion and wellbeing throughout our global organization. This focus is embedded in our broader strategy to create a more inclusive workplace, where everyone has the opportunity to thrive.
Here are some of our key actions towards stronger inclusion:
- Introducing new company values following a consultation with our employees about our culture. Our approach to inclusion is integrated into these values and expected cultural behaviors. By embedding these behaviors into our performance management process, employees will be held accountable for living our values.
- Expanding the number of Employee Resource Groups (ERGs) to seven by launching Ascent, a multi-generational resource group. ERG members engage in regular meetings and events, promoting understanding, advocacy, and allyship, demonstrating our commitment to inclusivity and employee experience. We recognize the intersectionality that exists between these groups and encourage collaboration.
- Making voluntary unconscious bias training available to all new hires as part of their onboarding.
- Hosting awareness events such as a Women’s History Month and International Women’s Day event on the intersectionality of feminism, motherhood, and disability. Additionally, monthly voluntary inclusion learning experiences are made available to employees, with the September experience covering the gender pay gap.
- Reinforcing focus on career development by hosting an annual networking event “Own Your Future – Shape Your Career”, providing all employees an additional way to build their networks and gain insights from AXIS leaders.
- Launching a new tool enabling all employees to identify and connect with potential mentors, establishing the terms of their mentorship relationships independently, further enhancing support for employee career development.
- Conducting annual talent reviews and identifying candidates for career development programs, ensuring fair representation of diverse and non-diverse employees.
- Allocating all employees an additional day of paid leave in 2025 to support prioritization of mental health, with employees encouraged to use the day to support their wellbeing.
- Continuing to partner with expert organizations to make AXIS a more inclusive workplace. These partnerships help us reach a broader talent pool, while maintaining our commitment to hiring the most qualified candidates for every role. Current partnerships include:
- LINK (The LGBTQ+ Insurance Network)
- iCAN (The Insurance Cultural Awareness Network)
- CDI (Center for Disability Inclusion): We are working to achieve the CDI Seal of Accomplishment noting our progress at becoming a leader and influencer in advancing disability inclusion.
- Continuing to actively engage with the Dive-In Festival, through participation in steering committees and panel presentations.
- Introducing additional guidance on job documentation to promote best practices and support managers in the creation of clear and inclusive job descriptions.
- Promoting a vibrant culture of empowerment through a robust listening strategy – including people engagement and Pulse surveys, regular town halls, CEO updates, and our How We Work mailbox – to ensure employees feel seen, heard, and valued.
- Reviewing benefits related to parenting, supporting all parents with their caring commitments.
Over 30% of employees belong to an Employee Resource Group
Employees have confidence in our commitment to providing equal opportunities, according to our most recent people engagement survey
Globally, we continue to be recognized externally for our work on the culture that we have cultivated
- Insurance Business America 5-Star DE&I Award 2022, 2023 and 2024
- Armed Forces Covenant Employer Recognition Scheme Bronze and Silver Award
- Insurance Business UK Top Employer
- Insurance Business America Global 100
- 2025 US News’ Best Companies to Work For – Supporting Family Caregiving
