How to Attract Top Talent in the Insurance Industry

AXA XL has been named among the top insurance employers in Asia for 2025, ranking based on benefits, culture, and professional development. Sylvie Gleises, CEO of AXA XL for Asia, joined the discussion to explain the firm’s approach to talent management. She noted that unlike manufacturing, an insurance provider relies entirely on human capital to handle complex client risks.

Building a Skilled Team

The firm prioritizes structured learning and internal mobility to keep its workforce sharp. Gleises highlighted full training initiatives designed to broaden employee skills. She mentioned a strong mentoring program that connects junior staff with veteran colleagues in different regions to share real-world experience. Additionally, the company runs a high-potential program and a management development program focused on strategic thinking.

These educational efforts are supported by an annual two-week campaign called AXA Week for Growth, which encourages employees to deepen their knowledge and broaden their perspectives. There is also a monthly learning culture where staff dedicate one hour to self-training. Employees are encouraged to use LinkedIn Learning to pursue topics of personal interest. The goal is to ensure that employees do not get stuck at a certain level, but instead continue to push their experience forward.

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In an industry dictated by rapid market shifts and unpredictable client needs, the ability to evolve internally is as critical as acquiring new business. A robust development ecosystem serves as the internal defense against stagnation, ensuring the workforce remains technically proficient and adaptable to whatever challenges arise next.

Supporting Employee Well-being

Beyond technical skills, the organization places a heavy emphasis on mental health and physical well-being. Gleises acknowledged that mental health remains a significant responsibility for employers, especially in a post-pandemic world. The firm offers confidential support through an Employee Assistance Program for employees and their families. They also provide back-to-work coaching to help parents and those recovering from long medical leave transition smoothly back into the office.

Domestic violence support is another key area, offering managers and staff specific toolkits to handle these sensitive situations. To promote physical health, AXA XL hosts “Healthy You Days” with virtual exercise classes, mindfulness webinars, and onsite massage sessions. The company also instituted a “Wind Down Friday,” encouraging staff to disconnect from emails and video calls to focus on relaxation.

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Supporting Inclusion and Culture

Leadership and diversity play a central role in the company’s success. Gleises serves as a role model for vulnerability, sharing her own experiences to support a safe environment where employees feel comfortable discussing personal struggles. She wants leaders to be relatable rather than distant. The office environment reflects this philosophy, boasting 16 nationalities and a gender ratio of two-thirds women.

Inclusion is measured annually, and the company supports organizations like United Women Singapore to advance women in STEM fields. Finally, the firm promotes a collaborative culture to break down silos between different departments. The leadership encourages collective intelligence over individual P&L focus to better understand client needs and build relevant solutions.