Our Approach
Holding ourselves accountable
We have set DEI goals to achieve overall global gender parity in all levels of our workforce and increase ethnic and female senior representation by 2025 through a formalized approach that includes these five pillars.
Internal Education & Awareness
We offer a variety of internal education opportunities, toolkits and host an annual global DEI Forum. Unconscious bias training is mandatory for everyone – from our CEO to our most recent hires.
- Every year we host a DEI Forum that is based on a key discussion topic suggested by our DEI Council. Our DEI Council includes the leaders of our six ERGs. Our entire organization is invited to engage in the discussion
- Every one of our ERGs hosts speakers, panels, and inclusion events for their members and often the entire organization
- Award-winning DEI monthly learning experience completely run by internal employees across the business explores relevant topics in an easy to consume format, often using videos
Recruitment & Mobility
Our Talent Acquisition team continues to enhance and update its inclusive hiring best practices across AXIS. The Talent Acquisition team has been DEI certified through the AIR’s Diversity & Inclusion certification program and will be recertified every two years. We prioritize having diverse interview slates, as well as identifying career mobility opportunities for existing staff. We work with universities and professional organizations, and partner with diverse internship and apprenticeship programs, to reach talent in underrepresented communities in regions where we operate. We also offer recruitment training and manager resources with a focus on enhancing effectiveness at recruiting diverse candidates.
- A menu of leadership coaching programs with some targeted specifically toward diverse employees’ development has a goal of 50% diverse representation
Career Development
We are equally committed to the development and retention of our people. We provide a variety of resources to our colleagues such as access to our learning and career development hub, financing for professional development opportunities, and early career networking/mentorship programs. We also offer resources to support diverse colleagues, such as:
- Career assessment tools and guides to creating a development plan
- Menu of development programs for managers to identify opportunities to build an internal pipeline of talent. These include targeted programs to develop women and ethnically diverse employees
- Mentoring events and opportunities such as our annual mentor event held every fall. The event features AXIS mentors & facilitators networking with mentees to provide career insights and guidance
- Staff-driven employee resource groups (ERGs) including Ethnically Diverse Group of Employees (EDGE), Parents (PACE), AXIS Pride, Veterans, Neurodiversity, Disabilities, and Mental Health (Embrace), and Women’s ERG
- Benefits such as parental leave policies and flexible work arrangements for eligible staff. Read more
- An extensive list of programs, organizations, and tools to build technical skills, network, and develop industry contacts
- AXIS employees have access to on-demand or instructor-led virtual learning and development courses through our learning & career development hub
Voice & Advocacy
We’re not just focused on creating an inclusive culture within AXIS. We have the platform to advocate for change in communities around the world. Working with DEI initiatives, organizations, and causes across the insurance industry and beyond like:
- The National African American Insurance Association (NAAIA)
- Lloyds Dive In festival
- Bloomberg Gender-Equality Index
- The CEO Action Pledge for Diversity
- Center for Disability Inclusion (CDI)
- iCAN: The Insurance Cultural Awareness Network
Tools & Measurement
To plan where we’re heading, we need to know where we are. We’ve invested in tools to establish, report, and track benchmark metrics. Measuring gender pay gap semi-annually and conducting annual pay audits. And in 2021, 2022 and 2023 we were proud to be included in the Bloomberg Gender Equality Index.
- See our latest Proxy for our global gender demographics as well as the racial and ethnic demographics of our U.S. colleagues
DEI Council
Empowering our people
Our Diversity, Equity and Inclusion (DEI) Council is made of 34 members, including the leaders of our six ERGs, representing a diverse range of backgrounds and geographies. The Council meets regularly to ensure continued progress against our goals and to discuss current events, challenges, and opportunities in the space.
Employee Resource Groups
Giving a voice to our people
Our six Employee Resource Groups (ERGs); EDGE, PACE, PRIDE, VETS, EMBRACE and WOMEN are employee-led and open to all employees. ERGs are key partners to the DEI Council in advising and participating in the recruitment, retention, and development of our diverse colleagues. They create a safe place for members to create connections across the globe, share their whole selves, and build a sense of community.
AXIS Pride (LGBTQ+)
EDGE (Ethnically Diverse Group of Employees)
PACE (Parents and Caregivers)
Veterans
Embrace
Women
Our Commitment
Bringing your whole self to work
We are committed to providing a professional and respectful work environment. We are also firmly committed to providing equal opportunity in all aspects of employment and all employment practices are based on ability and performance. We have a zero-tolerance approach to discrimination, verbal or physical harassment, and disrespectful, threatening or violent behavior.
DEI beyond AXIS
Our commitment to advancing DEI extends beyond our practices within AXIS. As one way to further foster a culture of inclusion in our industry and communities, we launched a Supplier Diversity Policy designed to ensure a diverse supplier base by engaging certified Diverse Business Enterprises in our procurement process.
Hear from our people
Inspire and be inspired
Hillary
Head of Professional Lines
Part of the AXIS culture is uniting for one cause and as One AXIS and I think gathering a group to participate in a BF&M Cancer walk is a visceral example of that. By participating in events like this, we show that AXIS is committed to helping the communities around us, which is important.
Kavan
Head of Mortgage
Top performing specialty insurers are buttressed by top performing talent – and elite talent is best accessed when diversity of thought, people & approach is openly embraced.
Billy
Head of Diversity, Equity, and Inclusion & Internal Mobility
When I started my career in insurance, it wasn’t common for someone in the LGBTQ+ space to be open about their life. I often struggled to feel like I belonged and felt unable to contribute to my full potential. My seat at the table felt conditional, creating a sense of imposter syndrome and, like so many others, a life split between two identities – the one I brought to work and the one I lived outside of it. Now, in this new role, I feel as though I’ve come full circle. I’m excited to build on the existing momentum at AXIS and foster a genuine culture of inclusivity and belonging while helping my colleagues take advantage of all the career opportunities at hand.
Announcements & Updates
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