Smart Working: Part-Time is not a Career Killer | Best Practice by AXA Switzerland
Working part-time is not a career killer at AXA Switzerland as chances for promotions are equal for full-time and part-time employees. Get inspired on how we managed to get there and learn how ‘Smart Working’ actively empowers
our people in different life phases to fulfill their career aspirations as well as their personal needs.
This best practice was first published in the Gender Intelligence Report 2020.
AXA has been known as a family friendly employer for many years, and this remains one of the important pillars of our culture. To foster work-life balance in combination with pursuing one’s career trajectory, AXA has established flexible working models for various life phases, e.g. for young parents or those looking after ageing parents.
We started our Flexwork initiative in 2008 and are now evolving into our Smart Working initiative. Smart Working empowers our employees to choose working in the office or remotely depending on efficiently meeting our customer needs, supporting the effective functioning of their teams and their own personal preferences. Thus, it is the contribution that matters, not the place where you work.
Flexible working models such as part-time careers are an important element of Smart Working to enable a variety of career trajectories throughout the different life phases of our employees. We believe everybody can be at their best if both work and life are balanced.
Head of Employer Attractiveness at AXA Switzerland
To value the contribution of our people during times where it is important to spend more time with the family, we took the following measures to establish part-time careers equal to full-time careers:
AXA Switzerland’s Leadership Team with D&I Leads at the signing ceremony of the Advance Charter. On the photo (from left to right): Thomas Gerber, Olivier Aubry, Dominique Kaspar, Corina Merz, Markus Keller, Daniela Fischer, Alain Zweibrucker, Fabrizio Petrillo, Andreas Maier, Mirjam Bamberger
Moreover, we offer our employees various opportunities to continually develop into new positions at AXA and adapt their workload according to the stages in their life, e.g.: part-time work during paternity phase, followed by full-time work to focus on one’s career, part-time work to adjust to retirement-life.
The success factor to establish part-time careers equal to full-time careers was constant communication internally, workshops for our employees to ask questions and most importantly our culture, which values individual contributions and respects personal needs of our staff.
Today we are proud to present the following outcomes which reflect our results in the Advance Gender Intelligence Report & St. Gallen Benchmarking:
We would like to encourage other companies to follow our example. Fostering part-time careers creates a win-win for everybody. Not only part-time careers but also home office and a hybrid working culture will become increasingly more important in a more hybrid world, which will also demand new forms of leadership and new forms of collaboration. Thus said: the future of work is smart.
We would be delighted to share more information if you are interested in our Smart Working strategy. Please don’t hesitate to reach out to us at diversity@axa.ch.
Read more here: https://www.axa.ch/en/about-axa/jobs-career/what-axa-stands-for/workmodels.html
This best practice was first published in the Gender Intelligence Report 2020.
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