
STRATEGIC REPORT OF THE MANAGING AGENT (CONTINUED)
FOR THE YEAR ENDED 31 DECEMBER 2025
Geopolitical risk and conflict
Ongoing geopolitical instability and uncertainty in regions across the world continues to affect economic and
global financial markets, and has exacerbated ongoing economic challenges such as higher inflation, lower
growth, and global supply-chain disruption. This includes but is not limited to the ongoing Russian invasion of
Ukraine and wider instability in the Middle East.
The Directors continue to monitor these situations closely to identify potential exposures arising out of
underwriting, impacts on investments, operational issues including potential cyber-attack, impacts from
sanctions, and the potential expansion or changes to conflicts. From a claims perspective, the Syndicate still has
exposure to losses arising out of the Russian invasion of Ukraine from its Aviation classes, and uncertainty
remains about several factors including the outcome of the conflict, loss expectancy, exposures, sanctions and
any challenge to event aggregation for reinsurance recoveries.
Engaging with stakeholders
The Board is cognisant of the stakeholders of the Company, as the managing agent of the Syndicate, and the
importance of strong relationships coupled with appropriate levels of communication and engagement.
People
The Company, in line with the AXA XL Division, strives to create a diverse and inclusive workplace that values
and encourages individual differences and treats all employees with dignity and respect. It acknowledges that
the workforce’s culture, values, behaviours, performance, and engagement drive how the Company serves its
customers.
To facilitate this, and to provide equal opportunities to all employees, regardless of 'protected characteristics',
there is a robust Inclusion and Diversity ("I&D") 'Authentic You' strategy and roadmap in the UK. The roadmap
and governance are set and monitored by the UK I&D Board. Several mechanisms are in place to support the
I&D strategy, including:
•
All employees are encouraged to set an annual I&D goal to ensure they too have an opportunity to
contribute to I&D as a strategic business priority.
•
A global ‘Dignity at Work’ policy and associated mandatory training for all employees to protect against
harassment and discrimination, ensuring colleagues
feel safe, valued, and respected.
•
Initiatives and charters to support diversity at all levels enhanced by specific talent and development
programmes for traditionally underrepresented groups, such as ‘Women in Finance’, and a ‘Race at
Work Charter’.
•
Four UK Business Resource Groups ("BRGs") - LEAD, Pride, Rise, EnAble and, additionally, UK I&D
Board drive innovation, collaboration, and business goals to promote I&D at AXA XL. The BRGs work
with the central I&D team to ensure overall alignment with AXA XL's business goals.
•
Inclusive Futures Coalition founding partner, working with Lloyd’s and London Market firms to deliver the
programme’s three flagship initiatives: higher education bursaries, an early careers talent pool and a
Board-level talent pool. Supporting black and ethnically diverse individuals to participate and progress
from the classroom to the boardroom. The early careers programmes include the partnership with
10,000 Interns Foundation and selected collaborations within the UK Insurance market and educational
institutions, designed to enhance the diversity of the workforce.
•
Applications for employment by disabled persons are always fully considered, and equal opportunities
given. Reasonable adjustments are provided to applicants and colleagues where required to ensure they
are appropriately supported.
•
AXA XL’s We Care programme; providing colleague support including a Focus on Families, Dependents
Care Leave and Domestic abuse support.
•
Regular webinars and live sessions are offered to colleagues supporting I&D education.
•
AXA XL holds strategic partnerships with various external partners in the UK to provide best practice and
strategic guidance – ICAN (Insurance Cultural Awareness Network), Business In The Community, LGBT
Great and GAIN (Group for Autism, Insurance, Investment and Neurodiversity).
The AXUAL Board monitors people-related items through regular reports to its Governance Committee with
topics including people strategy, succession planning, remuneration, employee engagement surveys and annual
UK Gender & Ethnicity Pay Gap reporting. The Company is committed to engaging with its workforce, with
representatives from the workforce contributing and participating in decisions where appropriate, facilitated via
regular Town Halls with Q&A, Engagement & Inclusion Surveys and the Employee Representative Body,
representing the colleague voice.
AXA XL UNDERWRITING AGENCIES LIMITED
SYNDICATE 2003 ANNUAL REPORT AND ACCOUNTS
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