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Gender Pay Gap Report

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

“As a global business, diversity and equality is extremely important to us, both in how we support our customers and how we foster a working environment where diversity and equality are not only commonplace, but celebrated.  We will continue our focus on promoting and supporting a diverse workforce and ensuring that equality remains a key topic when discussing our people.”

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 three out of the four quartiles, 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 has slightly evolved in 2019 with:

  • A 1.2% increase in the mean pay gap from 17% in 2018 to 18.2%
  • A 3.7% improvement in the mean bonus gap, decreasing from  42% to 38.3% 

Pay gap

  • Across all pay quartiles, we have seen a shift in the number of women and men working for the business, getting closer to reaching parity in all four quartiles.  
  • Following the departure of some higher salaried women, there has been a slight decrease in the average hourly rates for women, whereas men have seen a slight increase.  

We recognise that reducing our gender pay gap is a long term goal and we expect some volatility in the numbers year on year.  While both men and women are encouraged to take advantage of flexible working opportunities, more women than men currently take up this option, impacting the gender pay gap.

Bonus gap

  • The bonus gap has reduced in 2019  mainly due to an increase in the bonus received by women based on their individual performance. 
  • Our decrease in bonus gap can also be partly attributed to a reduction of long-term incentives  (predominantly paid to high-earning employees, more of these employees being male).  

We are fully commited to  gender equality across AXA - Global Healthcare, and offer a range of flexible working options across all levels and all roles.  We will also continue to identify, develop and review our talent pipelines, to ensure that women are fairly represented and are in a good place to achieve more senior roles in the workplace. 


I can 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