It has set out concrete steps to support women in senior roles 

AXA UK has narrowed its gender pay gap; it is 0.2% and 0.8% respectively narrower than last year.

Meanwhile the bonus pay gap is 6.4% narrower.

Key drivers for the gap remain as gender distribution across junior and senior roles.

The insurer revealed that it had reduced the difference between wages and bonuses paid to men and women in its gender pay gap report.

But it still needs to pursue its efforts towards parity.

2019 vs 2018 gaps

Median (mid-point)

Mean (average)

Pay gap



Bonus gap



Therefore, on the hourly rates on 5 April 2019, women at AXA UK can earn 20% less than men in median terms and 23% less in mean (average) terms.

Claudio Gienal, chief executive, AXA UK & Ireland, said: “Having an inclusive workplace is at the core of our values and we are determined to share opportunities and rewards fairly. People are at the centre of everything we do. Only by empowering them will we achieve our ambitions.”

Concrete steps

AXA UK has set out some concrete steps to support the number of women in senior roles and ensure it remains a priority.

These include:

  •  The Women in Leadership Programme is now in its fourth cohort; more than 80 women have benefitted from it.
  •  The recruitment process has been reviewed: candidates are no longer asked about past salaries; job adverts state the roles are open to flexible working; and a digital training module will soon be launched to support hiring managers.
  • The Management Committee (excluding the CEO) has a 50/50 gender split.
  • Internal communications campaigns showcase people and initiatives that make the AXA workplace truly inclusive; female role models featured prominently in the recent ‘We are AXA’ campaign.’
  • AXA UK has partnered with the Insurance Supper Club, a business community for women operating in the sector.

“We’re focused on increasing the representation of women at senior levels, not just because it’s the right thing to do; it’s absolutely vital for the culture of the company and for our financial success. Research shows that companies with more women in leadership roles deliver better returns and are more successful,” Charles-Jones added.

The insurer also has measures in place to support non-binary roles.

Widening gap

However, while some entities – AXA UK plc and AXA PPP Healthcare improved over the last twelve months, others saw the gap widen slightly.

These included a remuneration restructure in Health Online increased pay for sales roles including reduced bonuses.

And as these roles are predominantly male, this had an impact on the gender pay gap figures.

AXA UK’s gender pay and bonus gaps

Median (mid-point)

Mean (average)

Pay gap



Bonus gap



Based on hourly rates of pay on 5 April 2019

When it comes to bonuses however, women receive 25% less than men in median terms, and 43% less in mean (average) terms.

The bonus gap is narrower than last year by respectively 6.4% and 3.5%.

For both pay and bonuses, the key driver for the gaps remains the proportions of each gender at various levels in the organisation.

Such as more women work in junior roles and more men in senior roles. There are also more men in some professional families which attract higher wages such as IT and actuarial, although this has less of an impact on the figures than gender distribution.

Lucinda Charles-Jones, group HR director, AXA UK & Ireland, said: “We are under no illusions that it will take time to close the gender pay gap. However, with AXA’s positive culture and driven mind set, I am confident we can tackle it.