The People & Culture Platform | Culture Amp

Gender Male 2020

The male benchmark includes responses from only men from around the world.

  • ~29m

    Questions answered
    in last 12 months

  • /
  • ~2k

    Organizations

These insights represent ~29m questions answered from ~2k organizations, ranging in size from 10 to 49,000 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

Industry breakdown

  • Computer Software

    21%

  • Information Technology and Services

    9%

  • Internet

    5%

  • Non-Profit Organization Management

    3%

  • Investment Banking

    3%

  • Insurance

    3%

  • Financial Services

    3%

  • Hospital & Health Care

    2%

  • Food & Beverages

    2%

  • Wholesale

    2%

Region breakdown

  • North America

    43%

  • Oceania

    26%

  • Europe

    18%

  • Asia

    9%

  • MEA

    3%

  • South America

    1%

Are employees committed to their organizations?

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.

73% of Gender Male employees are engaged

This is in the top 37% compared with the overall average.


The average eNPS score for people in this group is 21 and is in the top 29% compared with the overall average.

Understanding the engagement questions

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

65%

2% above global average

[Company] motivates me to go beyond what I would in a similar role elsewhere

71%

2% above global average

I would recommend [Company] as a great place to work

84%

2% above global average

I rarely think about looking for a job at another company

56%

1% above global average

I am proud to work for [Company]

87%

1% above global average

The highest scoring question for Gender had 91% of Men 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.


Men in Gender were generally least favourable about Action, and were most negative towards 'I have seen positive changes taking place based on recent employee survey results' with 13% of people disagreeing (-1% below average).

Which questions matter the most?

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 Male organizations.

1

I have confidence in the leaders at [Company]

75% favorable


The factor this relates most closely to is Leadership

Which questions matter the most?

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 Male organizations.

1

I have confidence in the leaders at [Company]

75% favorable

Leadership
2

The leaders at [Company] demonstrate that people are important to the company's success

73% favorable

Leadership
3

[Company] is a great company for me to make a contribution to my development

76% favorable

Learning & Development
4

I am satisfied with how decisions are made at [Company]

55% favorable

Decision Making
5

The leaders at [Company] have communicated a vision that motivates me

68% favorable

Leadership

How long do people stay?

In the short term, 20% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+0% compared to overall) while on a longer time frame, 12% of people see themselves leaving within two years (+0% 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]

55% favorable

Decision Making
2

I believe there are good career opportunities for me at [Company]

65% favorable

Learning & Development
3

Administrative tasks that don't have a specific owner (e.g., taking notes in meetings, scheduling events, cleaning up shared space) are fairly divided at [Company]

59% favorable

Fairness
Average Glassdoor ratings

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

71.0% (+0)

CEO Approval

85.0% (+1)

Are staff empowered with results?

Organizations in the Gender Male 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 Male


    10%



  • How does Gender Male compare?

    Men in Gender were much more positive than average regarding Decision Making, Fairness, and Voice.


    Insights data provided by Culture Amp. For a complete overview of 2021 Insights (Culture Amp Platform benchmarks) visit the Culture Amp Support Guide.

    What makes Insights special? Gain a deeper understanding of how they work.

    Learn more about Insights with Culture Amp’s benchmarks

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