Fostering Inclusive Cultures for LGBTQ+ Talent Globally: AXA Investment Managers case study

In today’s interconnected world, fostering an inclusive culture for LGBTQ+ talent is of paramount importance. It is crucial to recognise that the experiences and needs of LGBTQ+ individuals in the workplace can vary across different cultures. The data from LGBT Great’s Talent Attraction and Perception survey highlights the varying importance of employer LGBTQ+ certification for potential new talent attraction across different countries. For instance, potential new recruits in countries like India, Singapore, and the US place a higher significance on employers having LGBTQ+ certification compared to their peers in some European countries. This underscores the need for a nuanced approach to LGBTQ+ inclusion that is sensitive to cultural differences. Consequently, employers must navigate these differences and tailor their approaches to ensure a truly inclusive environment. At AXA Investment Managers (AXA IM), we are committed to fostering an inclusive workplace for all employees, including those who identify as LGBTQ+. One of our guiding principles for Diversity, Equity, and Inclusion (DEI) is to think globally and act locally.


How does AXA IM demonstrate its commitment to LGBTQ+ inclusion on a global scale?

Thinking Global
Irrespective of geographical location, it is imperative for companies to make their commitment to LGBTQ+ inclusion clearly visible, both internally and externally. AXA IM’s public DEI policy has a clear commitment to LGBTQ+ inclusion. This is supported by regular content and testimonials from LGBTQ+ role models, senior sponsors, and allies. Our partnerships with LGBT Great and myGWork enable us to reach out to diverse talent and position our company as an inclusive employer. The importance of external assessments like LGBT Great’s iiBT cannot be underestimated. Such assessments send a clear message to LGBTQ+ talent that our company is serious about the topic and is taking proactive steps to measure and improve its policies and processes.

What specific policies has AXA IM implemented to support LGBTQ+ employees globally?

Another key pillar for companies is to implement LGBTQ+ inclusive policies at a global level. Studies have consistently shown that inclusive policies and practices lead to higher employee engagement, retention, and overall business success. At AXA IM, we have implemented a global gender-neutral parental leave policy, ensuring that all employees have access to equal parental leave benefits regardless of the path to parenthood. Furthermore, our various policies including support for menopause/ andropause, are designed to be inclusive of LGBTQ+ individuals, promoting a supportive and respectful work environment. Our global and local policies as well as our trainings on harassment and discrimination also make clear reference to LGBTQ+. Our global Transgender and Intersex Equality at Work Guide showcases our commitment to ensuring transgender and intersex employees are treated with dignity and respect and are not disadvantaged in the workplace.

How does AXA IM adapt its approach to LGBTQ+ inclusion to suit different cultural contexts?

Acting Local
At other times, a locally adopted approach to LGBTQ+ inclusion should be considered. Since 2021, our annual Global Inclusion Survey has helped us to measure feelings of inclusion, belonging, access to equal opportunities, and experiences of non-inclusive behaviour across various employee demographics, including LGBTQ+ individuals. We recognise the challenge of self-disclosure of LGBTQ+ data in countries where the laws are not LGBTQ+ friendly, and as a result, we have removed such optional questions linked to respondents’ sexual orientation from the survey in certain countries to protect our employees. In addition to the qualitative data on LGBTQ+ inclusion, we have also started collecting quantitative data, starting with the UK offices. The results of the survey as well as the data are crucial to help us define our DEI strategy while ensuring accountability. Moreover, certain Key Performance Indicators (KPIs) from the survey form part of the global Management Board’s annual target letter, emphasising our commitment to an inclusive environment for LGBTQ+ talent.

What role do Employee Resource Groups (ERGs) play in promoting LGBTQ+ inclusion at AXA IM?

Employee Resource Groups (ERGs) play a vital role in promoting inclusivity within our organisation. Our LGBTQ+ ERG, called I aM Proud, is committed to supporting and engaging LGBT+ employees and allies to foster an inclusive environment where employees of all sexual orientations, gender identities, and gender expressions feel comfortable bringing their whole selves to work. Local ERGs leads help tailor our global messages to align with local needs. This localised approach ensures that our initiatives resonate with employees across different cultures. Our ERGs also help to highlight intersectionality. Our Gender and LGBTQ+ ERGs collaborate on the topic of gender identity to help raise awareness about non-binary identities. Similarly, our recent partnership with SAGE supports LGBTQ+ elders who lie at the intersection of the struggles faced by both the LGBTQ+ community and older people

Creating an inclusive culture for LGBTQ+ talent globally requires a multifaceted approach that acknowledges cultural nuances, fosters inclusive policies, and leverages local engagement. At AXA Investment Managers, we are committed to championing diversity, equity, and inclusion, and we believe that by fostering an inclusive environment, we can unlock the full potential of our diverse talent pool.