Airwallex Inclusion & Diversity

Airwallex fosters belonging and inclusion by building an environment where employees from diverse backgrounds are empowered to contribute, collaborate and grow. As a global company with employees representing more than 38 nationalities across 27 offices worldwide, Airwallex recognizes that inclusion looks different across regions and gives local teams the flexibility to tailor initiatives to their employees while reinforcing a common set of Operating Principles across the business. Rather than treating diversity and inclusion as a standalone program, Airwallex embeds inclusive practices into hiring, leadership development, manager capability and day-to-day collaboration.

• A globally inclusive workforce with local ownership: Airwallex's international footprint brings together employees from a wide range of cultures, experiences and professional backgrounds. The company empowers regional People teams to develop initiatives that reflect local needs while maintaining consistent global standards, helping employees feel connected regardless of where they work. This localized approach allows inclusion efforts to evolve alongside the company's continued international expansion.
• Inclusion is embedded into leadership and culture: In EMEA, Airwallex established a dedicated Diversity, Equity & Inclusion framework built around Inclusive Talent Management, Inclusive Culture and Inclusive Leadership. Rather than existing as a separate initiative, these pillars are integrated into recruiting, career development, leadership expectations and employee experience, helping ensure inclusion is reflected throughout the organization.
• Managers create psychologically safe teams: Airwallex invests in leadership capability through structured manager development programs, coaching resources and role-specific learning designed to help managers build inclusive, high-performing teams. Employees also receive ongoing learning in areas such as feedback, coaching and AI skills, reinforcing a workplace where new ideas, respectful discussion and thoughtful risk-taking are encouraged. One employee shared that "Everyone is encouraged to contribute ideas, regardless of title," highlighting a culture where employees feel comfortable sharing perspectives and challenging assumptions.
• Employees have opportunities to shape the workplace: Airwallex regularly measures employee sentiment through global engagement and pulse surveys, with leadership teams developing action plans around areas such as communication, purpose and alignment with the company's Operating Principles. Combined with Global All Hands, leadership Q&A sessions, manager cascades and hybrid work practices, these feedback channels help employees stay connected while giving them opportunities to influence how the company continues to grow.
• External signals:
  • Employee sentiment: Glassdoor reviews frequently describe Airwallex as an international workplace where employees collaborate with talented colleagues from diverse cultural and professional backgrounds, creating opportunities to learn from global perspectives. (Glassdoor)
  • Inclusive workplace: Indeed employee reviews commonly highlight the company's multicultural environment, supportive colleagues and opportunities to work across international teams. (Indeed)
  • Leadership communication: Comparably employee feedback reflects positive sentiment around communication and collaboration across teams, supporting Airwallex's emphasis on transparency and employee voice. (Comparably)

Bottom line: Airwallex supports belonging and inclusion by embedding inclusive leadership, employee listening and manager development into everyday business practices rather than treating them as separate initiatives. Combined with a globally diverse workforce, regional flexibility and a culture that encourages every employee to contribute ideas, the company aims to create an environment where people feel connected, supported and able to make a meaningful impact.