According to the report, AXA XL is among the top insurance employers in Asia for 2025. The annual ranking is based on metrics including benefits, culture, employee development, and commitment to diversity and inclusion. Sylvie Gleises, CEO for Asia at AXA XL, discussed the company’s approach to investing in its staff.
Gleises emphasized that as an insurance company, AXA XL’s people are its key assets. The company has focused on HR topics such as engagement, diversity and inclusion, training, and international and internal mobility. Gleises believes that by investing in attracting, developing, and retaining talents, the company can be successful in a world facing many transformations.
Investing in Staff
Gleises explained that AXA XL has a full training program, including a mentoring program that connects employees with more experienced colleagues. The company also has a high potential program to sharpen the skill set of high-potential colleagues and a management development program focused on managers and leadership skills.
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In addition to these programs, AXA XL has an annual campaign called AXA Week for Growth, which aims to deepen knowledge and broaden perspectives. The company also encourages self-training through a monthly learning program and offers access to LinkedIn Learning. Gleises believes that it is essential to have a proposition where everyone can find a good mix between soft and hard skills to broaden their experience.
Gleises also discussed the importance of mental health in the workplace, stating that it is a worldwide topic that employers have a responsibility to address. AXA XL has implemented various programs to support mental health, including back to work coaching support, an Employee Assistance Program, and a domestic violence support program.
The company also promotes physical health through its Healthy You Days program, which includes virtual exercise classes, well-being and mindfulness webinars, and health talks. Gleises believes that providing a safe space and means for employees to prioritize their mental and physical health is a win-win situation, leading to more engaged, loyal, and productive employees.
Leadership and Inclusion
Gleises sees her role as a leader as being a role model, creating a safe space for employees to voice their concerns and priorities. She believes in showing vulnerability and encouraging employees to do the same, creating a culture where people can come as they are. AXA XL has a low turnover rate and high employee engagement, which Gleises attributes to the company’s focus on attracting, developing, and retaining talent.
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Gleises also discussed AXA XL’s record on inclusion and diversity, stating that the company has a diverse workforce with 16 nationalities represented in Singapore. The company measures inclusion through an annual survey and supports an inclusion and diversity committee and regular training to raise awareness and support inclusion. Gleises believes that inclusion and diversity are not only important for the workplace but also for giving back to society and promoting inclusivity in Singapore.
AXA XL supports organizations such as United Women Singapore, which promotes the empowerment of young ladies in STEM. The company also participates in diversity summits, such as the break the ceiling, touch the sky initiative. Gleises believes that creating a collaborative culture is essential, encouraging employees to break out of their silos and work together to build solutions around client needs.
Gleises’s own experience at AXA XL, having held eight different jobs over 19 years, is a sign of the company’s commitment to diversity and inclusion. Her background, with a Vietnamese mother and French father, and lack of insurance background, demonstrates the company’s openness to diverse backgrounds. As AXA XL continues to prioritize its employees’ growth and well-being, it is likely to remain a top insurance employer in the region, with 16 nationalities represented in its Singapore office alone.
