The Employee Experience Platform | Culture Amp

Oceania (0–100) 2020

The Oceania benchmark represents people who work in Oceania. It covers all industries and functions. The benchmark includes people who work in Oceania but their organizations have headquarters in other countries. This benchmark only includes organizations of size 0–100 employees.

  • Emerging

    Benchmark status

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

Industry breakdown

  • Computer Software


  • Information Technology and Services


  • Sports


  • Investment Banking


  • Non-Profit Organization Management


  • Nonprofit Organization Management


  • Internet


  • Higher Education


  • Wholesale


  • Insurance


  • Transportation/Trucking/Railroad


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 Oceania (0–100) employees are engaged

This is in the top 29% 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.

Understanding the engagement questions

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


3% above global average

I am proud to work for [Company]


3% above global average

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


2% above global average

I rarely think about looking for a job at another company


2% above global average

I see myself still working at [Company] in two years' time


Same as global average

The highest scoring question for Oceania 0–100) had 89% of People 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.

People in Oceania 0–100) 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 17% of people disagreeing (-3% below average).

How long do people stay?

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, 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.


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

60% favorable

Learning & Development

Day-to-day decisions here demonstrate that quality and improvement are top priorities

66% favorable

Service & Quality Focus

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

74% favorable

Average Glassdoor ratings

We’ve connected the employee feedback data for each company included in the benchmark with ratings from, 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

3.95 stars (+0.2)

Culture and Values

3.65 stars (-0.2)

Work Life Balance

3.7 stars (-0.1)

Compensation and Benefits

3.15 stars (-0.5)

Career Opportunities

3.3 stars (-0.2)

Recommend to Friend

68.5% (-2.5)

CEO Approval

66.5% (-17.5)

Are staff empowered with results?

Organizations in the Oceania (0–100) benchmark on average gave 14% of employees access to reports with their survey results. This is higher than average and demonstrates that organizations in this benchmark tend to be more transparent with their survey results to leaders and managers.

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%).

  • Oceania (0–100)


  • Global average


  • How does Oceania (0–100) compare?

    People in Oceania 0–100) were much more positive than average regarding Action, Decision Making, and Leadership.

    On the lower side, People in Oceania 0–100) had much lower favorable scores than average in Fairness.

    Insights data provided by Culture Amp.

    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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