The construction benchmark includes organizations that are involved in construction directly as well as via the construction supply chain with materials. These organizations tend to undertake contracting work on large commercial projects. Though there is also representation with some firms engaging in residential projects additionally. This benchmark only includes Women employees. We use woman and man because most of our customers are using binary options.
We consider this an emerging benchmark: it has enough data available for us to use bootstrapping to create a representative sample. As the sample grows in size, some scores may slightly change. Our research has shown that our bootstrapped scores are consistent with our standard benchmarks. Read more about the methodology.
Data provided by Culture Amp
Engaged people are emotionally committed to their organization. These people stay at their organizations longer and are more productive and effective. Successful organizations have more engaged employees.
This is in the top 9% compared with the overall average.
The average eNPS score for organizations in this benchmark is 21 and is in the top 29% compared with the overall average.
Engagement is defined through these five industry-standard questions from Culture Amp’s engagement survey template.
I see myself still working at [Company] in two years' time
10% above global average
I rarely think about looking for a job at another company
5% above global average
I would recommend [Company] as a great place to work
5% above global average
I am proud to work for [Company]
4% above global average
[Company] motivates me to go beyond what I would in a similar role elsewhere
Same as global average
The highest scoring question for Construction had 90% of Women agreeing that they are proud to work for [company] (+4% compared to overall) while they were generally most positive about Work & Life Blend.
Women in Construction were generally least favourable about Service & Quality Focus, and were most negative towards 'When it is clear that someone is not delivering in their role we do something about it' with 26% of people disagreeing (+6% above average).
In the short term, 16% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-4% compared to overall) while on a longer time frame, 6% of people see themselves leaving within two years (-6% compared to overall).
The following questions had the biggest impact on whether individuals felt that they were planning to stay at their organization and not actively looking for alternative jobs.
I am happy with my current role relative to what was described to me
77% favorableAlignment & Involvement
We acknowledge people who deliver outstanding service here
65% favorableService & Quality Focus
I am appropriately involved in decisions that affect my work
70% favorableAlignment & Involvement
We’ve connected the employee feedback data for each company included in the benchmark with ratings from Glassdoor.com, which is one of the world’s largest job and recruiting sites combined with a growing database of company reviews, CEO approval ratings and more.
3.8 stars (+0)
Culture and Values
3.65 stars (-0.2)
Work Life Balance
3.5 stars (-0.3)
Compensation and Benefits
3.5 stars (-0.1)
3.65 stars (+0.1)
Recommend to Friend
Organizations in the Construction (Female) benchmark on average gave 5% of employees access to reports with their survey results. This is below the overall average of 10% and demonstrates that organizations in this benchmark are more likely to share via offline and traditional formats.
An interesting reference point is that the average proportion of managers in organizations is 12-15%, with some industries higher than others (New Tech was closer to 20%).
Women in Construction were much more positive than average regarding Action, Decision Making, and Social Connection.
On the lower side, Women in Construction had much lower favorable scores than average in Voice, Feedback & Recognition, and Collaboration & Communication.