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Gender Pay Gap Report

AXA Global Healthcare (UK) Limited - Gender Pay Gap Report

 “AXA Global Healthcare is committed to driving a diverse workforce and promoting gender equality.  We believe that this is not only the right thing to do, but it’s paramount to the success of our business.  We are confident that diversity and equality remains a core principal for our employees and will continue to actively encourage this within the business.”  

Thomas Wilkinson,
Chief Executive Officer, 
AXA - Global Healthcare

Gender Pay and Bonus Gaps


Proportion of females and males in each quartile


Proportion of males and females who received a bonus


What is driving our gender pay gap?

It's not unequal pay that's driving our gap. We review the pay of all employees, annually, and frequently evaluate our pay policies to ensure we offer equal pay for equal work, regardless of gender.  

Our gender pay and bonus gap is driven by:

  • More men than women in higher-salaried senior roles despite there being more females across the business in each quartile, and
  • More women than men in part time roles (which impacts the bonus gap as the figures are calculated on actual amounts paid, not the full time equivalent amounts).

How do the figures compare to last year?

Overall, our Gender Pay Gap is very similar to last year.  However, there has been a slight increase from 2017.  The 2017 reporting included two one-off payments which disproportionately raised median female pay and bonus. One of these was a payment made to customer support employees, the majority of whom were female, affecting the median pay gap. The other one, was the fixed award of shares given to employees as part of a long-term service plan, that more women than men in
AXA - Global Healthcare received, affecting the median bonus gap.

Without these two one off payments the AXA - Global Healthcare pay and bonus gaps would have reduced rather than increase.

We want to see gender equality across AXA - Global Healthcare and to do this we will continue to focus on opportunities to:

  • Identify and develop a pipeline of talented women, so they are well placed to achieve senior roles.
  • Promote the availability of flexible working options at all levels for all genders.


I confirm that our data is accurate and has been calculated according to the requirements of The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Charlotte Roux
Chief Financial Officer
AXA - Global Healthcare