The logistics and yransport benchmark covers organizations that are helping solve the complex challenges of moving freight, goods or people from one location to another. They employee staff working on the ground in warehouses, shipping yards, on the road, and those that provide support from headquarters such as admin, HR, finance, sales and operational roles. This benchmark only includes Women employees. We use woman and man because most of our customers are using binary options.
~0.8m
Questions answered
in last 12 months
~55
Organizations
These insights represent ~0.8m questions answered from ~55 organizations, ranging in size from 10 to 5,500 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
Wholesale
64%
Transportation/Trucking/Railroad
29%
Import and Export
4%
North America
77%
Oceania
9%
South America
6%
Europe
4%
Asia
4%
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 46% compared with the overall average.
The average eNPS score for organizations in this benchmark is 14 and is in the bottom 30% 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 | 68% 5% above global average |
I rarely think about looking for a job at another company | 59% 4% above global average |
I would recommend [Company] as a great place to work | 80% 2% below global average |
[Company] motivates me to go beyond what I would in a similar role elsewhere | 68% 1% below global average |
I am proud to work for [Company] | 84% 2% below global average |
Women working in Logistics & Transport are more engaged than Marketing & Advertising Female, Public Relations & Communications Female, Media & Marketing Female, and Consulting & Staffing Female. Women working in Logistics & Transport are less engaged than Construction Female.
The highest scoring question for Logistics & Transport had 88% of Women agreeing that they know how their work contributes to the goals of [company] (-1% compared to overall) while they were generally most positive about Management.
Women in Logistics & Transport 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 Logistics and Transport (Female) organizations.
The leaders at [Company] demonstrate that people are important to the company's success
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 Logistics and Transport (Female) organizations.
1 The leaders at [Company] demonstrate that people are important to the company's success | 67% favorable Leadership |
2 At [Company] we act on promising new or innovative ideas | 68% favorable Innovation |
3 Day-to-day decisions here demonstrate that quality and improvement are top priorities | 69% favorable Service & Quality Focus |
4 The leaders at [Company] have communicated a vision that motivates me | 72% favorable Leadership |
5 I have confidence in the leaders at [Company] | 69% favorable Leadership |
In the short term, 19% 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 Day-to-day decisions here demonstrate that quality and improvement are top priorities | 69% favorable Service & Quality Focus |
2 I have seen positive changes taking place based on recent employee survey results | 50% favorable Action |
3 The leaders at [Company] demonstrate that people are important to the company's success | 67% favorable Leadership |
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 | 3.7 stars (-0.1) |
Culture and Values | 3.7 stars (-0.2) |
Work Life Balance | 3.5 stars (-0.3) |
Compensation and Benefits | 3.6 stars (+0) |
Career Opportunities | 3.5 stars (+0) |
Recommend to Friend | 67.0% (-4) |
CEO Approval | 76.0% (-8) |
Organizations in the Logistics and Transport (Female) benchmark on average gave 7% 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%
Logistics and Transport (Female)
7%
Women in Logistics & Transport were much more positive than average regarding Decision Making and Belonging.
On the lower side, Women in Logistics & Transport had much lower favorable scores than average in Voice and Collaboration & Communication.
Insights data provided by Culture Amp.
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