The female benchmark includes responses from only women from around the world.
~25m
Questions answered
in last 12 months
~2k
Organizations
These insights represent ~25m questions answered from ~2k organizations, ranging in size from 10 to 52,200 people, in the last 12 months.
The data meet our criteria as being robust and reliable; unlikely to substantially change over time; and representative of the wider industry. Read more about the methodology.
Data provided by Culture Amp
Computer Software
21%
Information Technology and Services
9%
Internet
5%
Non-Profit Organization Management
4%
Investment Banking
3%
Insurance
3%
Financial Services
3%
Hospital & Health Care
2%
Food & Beverages
2%
Wholesale
2%
North America
45%
Oceania
31%
Europe
15%
Asia
6%
MEA
2%
South America
1%
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 bottom 42% compared with the overall average.
The average eNPS score for people in this group is 16 and is in the bottom 44% compared with the overall average.
Engagement is defined through these five industry-standard questions from Culture Amp’s engagement survey template.
I would recommend [Company] as a great place to work | 82% Same as global average |
I am proud to work for [Company] | 86% Same as global average |
[Company] motivates me to go beyond what I would in a similar role elsewhere | 69% Same as global average |
I rarely think about looking for a job at another company | 55% Same as global average |
I see myself still working at [Company] in two years' time | 62% 1% below global average |
The highest scoring question for Gender had 90% of Women agreeing that they understand how their work contributes to [company]'s mission (+0% compared to overall) while they were generally most positive about Contribution to Broader Purpose.
Women in Gender were generally least favourable about Action, and were most negative towards 'When it is clear that someone is not delivering in their role we do something about it' with 22% of people disagreeing (+2% above average).
Different things are important to different cultures. If you want to make more of your people engaged then you need to know what is important your people. These questions are most important to keeping people engaged in Gender Female organizations.
I am satisfied with how decisions are made at [Company]
The factor this relates most closely to is Decision Making
Different things are important to different cultures. If you want to make more of your people engaged then you need to know what is important your people. These questions are most important to keeping people engaged in Gender Female organizations.
1 I am satisfied with how decisions are made at [Company] | 45% favorable Decision Making |
2 The leaders at [Company] demonstrate that people are important to the company's success | 69% favorable Leadership |
3 I have confidence in the leaders at [Company] | 72% favorable Leadership |
4 Day-to-day decisions here demonstrate that quality and improvement are top priorities | 66% favorable Service & Quality Focus |
5 The leaders at [Company] have communicated a vision that motivates me | 67% favorable Leadership |
In the short term, 21% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+1% compared to overall) while on a longer time frame, 13% of people see themselves leaving within two years (+1% 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.
1 I am satisfied with how decisions are made at [Company] | 45% favorable Decision Making |
2 I am happy with my current role relative to what was described to me | 75% favorable Alignment & Involvement |
3 Even when something bad happens (e.g., when I get critical feedback from my manager, I have a negative social interaction with a peer, etc.), I don't question whether or not I belong at [Company] | 67% favorable Belonging |
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.
Overall Rating | 3.8 stars (+0) |
Culture and Values | 3.9 stars (+0) |
Work Life Balance | 3.9 stars (+0.1) |
Compensation and Benefits | 3.7 stars (+0.1) |
Career Opportunities | 3.6 stars (+0.1) |
Recommend to Friend | 72.0% (+1) |
CEO Approval | 85.0% (+1) |
Organizations in the Gender Female benchmark on average gave 10% 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%).
Global average
10%
Gender Female
10%
On the lower side, Women in Gender had much lower favorable scores than average in Decision Making and Voice.
Insights data provided by Culture Amp.
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