AXA UK&I puts recruitment under the microscope to improve diversity and inclusion

AXA has carried out an audit of its recruitment practices, looking at touchpoints in the candidate journey through seven specific diversity and inclusion lenses.

Analysis shows that the hard work already in place to embed diversity and inclusion into the business is having a positive impact and will be the catalyst for continuous improvement and new initiatives.

The audit is just one part of the work AXA is doing to champion inclusive recruitment with the aim of attracting and hiring the very best people.

AXA has undertaken an audit of its recruitment practices as part of its commitment to diversity and inclusion (D&I) and attracting the best talent, using the recently published Ethnicity Action Plan as a catalyst to reflect and change. To ensure continuous improvement in this space, AXA engaged workforce and advisory solutions specialists, Resource Solutions, to carry out an audit of recruitment practices. 

The audit looked at 12 different touchpoints in the candidate journey through seven specific D&I lenses including gender, ethnicity, disability and neurodiversity, LGBT+, age, socio-economic background, and faith. It reviewed live vacancies and recruitment materials such as the careers site, application forms, interview questions, offers and correspondence. Analysis of the results highlighted the initiatives and efforts which have already been mobilised to embed diversity and inclusion throughout the candidate journey. Currently, AXA is a Level 3 Disability Confident Leader, allows interviews to be accommodated around religious requirements such as fasting during Ramadan and operates an age inclusive apprenticeship programme, plus many more activities which have moved the dial on inclusivity.

Besides the positives taken from the audit, the key take-outs are how AXA can make impactful improvements for future recruits. These changes will include an Inclusive Recruitment Training module which will be completed by all those involved in the candidate journey to further educate teams as to where further impact can be had; and offering a greater level of flexible working arrangements where possible, in place of permanent office locations. The business will also expand its links with schools and colleges to encourage social mobility and promote entry level or apprenticeship job applications. AXA already has 226 apprenticeships in over 20 locations throughout the UK and offers 28 different courses, including data, underwriting, marketing and HR. New and strategic partnerships will enable the business to reach a wider pool of talent.

AXA is committed to being an employer of choice for all and attracting the best talent from all backgrounds. To do this, it is essential to consider diversity and inclusion at all stages of the candidate journey, as early as the first sight of a job advert.  The audit is just one of the opportunities AXA is taking to champion inclusive recruitment with the aim of attracting and hiring the very best people.

Marcelle Foxcroft, Head of Talent Acquisition, AXA UK said, “I am proud of how far we have come on our D&I journey, but it is essential that we continue to learn, share and improve and do not become complacent. Following this audit, we were able to reflect on the positive changes we have already made but it has also allowed us to make plans and push forward initiatives which will help us recruit the best talent and shape a culture where everyone can bring their full selves to work.”

Authored by AXA