The healthcare benchmark is representative of the hospital and healthcare sectors. The people these organizations tend to employ are predominantly medical professionals and allied health staff. This benchmark only includes Women employees. We use woman and man because most of our customers are using binary options.
~2.5m
Questions answered
in last 12 months
~55
Organizations
These insights represent ~2.5m questions answered from ~55 organizations, ranging in size from 20 to 23,800 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
Hospital & Health Care
69%
Medical Practice
22%
Veterinary
4%
Mental Health Care
4%
North America
89%
Oceania
10%
Europe
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 28% compared with the overall average.
The average eNPS score for organizations in this benchmark is 17 and is in the top 46% 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 | 65% 2% above global average |
I am proud to work for [Company] | 85% 1% below global average |
I would recommend [Company] as a great place to work | 81% 1% below global average |
I rarely think about looking for a job at another company | 54% 1% below global average |
[Company] motivates me to go beyond what I would in a similar role elsewhere | 64% 5% below global average |
Women working in Healthcare are more engaged than Marketing & Advertising Female and Public Relations & Communications Female. Women working in Healthcare are less engaged than Investment Management Female and Construction Female.
The highest scoring question for Healthcare had 89% of Women agreeing that they know how their work contributes to the goals of [company] (+0% compared to overall) while they were generally most positive about Work & Life Blend.
Women in Healthcare 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 26% of people disagreeing (+6% 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 Healthcare (Female) organizations.
I have confidence in the leaders at [Company]
The factor this relates most closely to is Leadership
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 Healthcare (Female) organizations.
1 I have confidence in the leaders at [Company] | 68% favorable Leadership |
2 Day-to-day decisions here demonstrate that quality and improvement are top priorities | 68% favorable Service & Quality Focus |
3 [Company] effectively directs resources (funding, people and effort) towards company goals | 61% favorable Company Performance |
4 The products and services [Company] provides are as good as, or better than, our main competitors | 78% favorable Company Performance |
5 [Company] is in a position to really succeed over the next three years | 75% favorable Company Performance |
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, 10% of people see themselves leaving within two years (-2% 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 [Company] effectively directs resources (funding, people and effort) towards company goals | 61% favorable Company Performance |
2 Workloads are divided fairly among people where I work | 56% favorable Teamwork & Ownership |
3 [Company] is in a position to really succeed over the next three years | 75% favorable Company Performance |
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 | 3.4 stars (-0.4) |
Culture and Values | 3.45 stars (-0.4) |
Work Life Balance | 3.55 stars (-0.2) |
Compensation and Benefits | 3.3 stars (-0.3) |
Career Opportunities | 3.15 stars (-0.4) |
Recommend to Friend | 58.0% (-13) |
CEO Approval | 85.5% (+1.5) |
Organizations in the Healthcare (Female) benchmark on average gave 6% 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%
Healthcare (Female)
6%
Women in Healthcare were much more positive than average regarding Decision Making and Social Connection.
On the lower side, Women in Healthcare had much lower favorable scores than average in Voice, Fairness, and Collaboration & Communication.
Insights data provided by Culture Amp.
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