May 2026 Bureau
30.06.2026
Koen HERMANS, Employee Relations Group HR at the AXA Group, welcomed the members of the EWC to the final bureau meeting ahead of the June plenary session. He presented the agenda for the session:
- Guillaume BORIE spoke for the first time in his new role as Global Head of Finance, Strategy, Underwriting, Risk and Technology.
- Ombline DE TESSIÈRES, Head of Compensation & International Mobility, presented the topic of ‘Fair Pay’ and provided an update on progress regarding the Pay Transparency Directive.
- Romain FISHER, Group Equity Compensation & Employee Shareholding Manager, will provide an update on the new corporate savings platform
Update on the AXA Group’s strategy
Guillaume BORIE presents the 2025 results, the first thoughts regarding the forthcoming strategic plan, and future priorities.
The year 2025 proved to be an exceptional one for the AXA Group. Revenue growth was driven by a combination of price effects, against a backdrop of inflation, and a successful return to volume growth, even in the face of competition. The Group recorded record levels of new customer acquisition and achieved solid financial results.
The next strategic plan will build on distinctive competitive advantages: a strong brand, diversified distribution networks, recognised technical expertise and favourable critical mass.
Two major challenges have been identified. Firstly, accelerating the use of artificial intelligence to transform the customer experience and strengthen the Group’s appeal and social commitment, particularly in the face of climate, cyber and geopolitical risks.
Pay transparency & « Fair Pay »
Ombline DE TESSIERES points out that AXA has, for several years, put in place robust policies to ensure pay equity, without waiting for new regulatory requirements. Two key commitments were outlined: the elimination of unjustified pay gaps, a target achieved since 2023, and the aim for 100 per cent of employees to earn at least 110 per cent of the local living wage by the end of 2026.
The ‘fair pay’ programme has been rolled out consistently, with structured annual monitoring in place since 2021.
The European Pay Transparency Directive is in line with AXA’s existing practices. It enhances transparency from the recruitment stage onwards, clarifies remuneration criteria and puts in place corrective measures in the event of unjustified pay gaps.
Uncertainties remain regarding the transposition of the directive into national legal frameworks. A major challenge remains: ensuring that managers and teams understand these measures, which requires clear, educational communication to dispel misconceptions.
Pascale RAULINE, secretary of the EWC, emphasises the importance of high-quality dialogue and communication, which will be crucial, as perceptions of discrepancies may differ from their objective reality.
Launch of the new AXA Mon Épargne Entreprise platform
Romain Fisher reports that the teams have improved the roll-out, although difficulties remain.
Corrective measures have been put in place, and progress has been made with account activation,
Pascale Rauline reports that employees across all markets are highly dissatisfied, although the teams are actively working on solutions.