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 59,600 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
13%
Information Technology and Services
9%
Internet
9%
Financial Services
7%
Nonprofit Organization Management
3%
Marketing and Advertising
3%
Hospital & Health Care
3%
Real Estate
2%
North America
49%
Oceania
31%
Europe
14%
Asia
5%
MEA
1%
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 the lowest scoring group compared with the overall average.
Engagement is defined through these five industry-standard questions from Culture Amp’s engagement survey template.
I am proud to work for [Company] | 88% 1% above global average |
I rarely think about looking for a job at another company | 59% Same as global average |
I would recommend [Company] as a great place to work | 84% Same as global average |
[Company] motivates me to go beyond what I would in a similar role elsewhere | 71% Same as global average |
I see myself still working at [Company] in two years' time | 65% 2% below global average |
The highest scoring question for Female had 93% of people agreeing that the work that they do at [company] is important (+3% compared to overall) while they were generally most positive about Contribution to Broader Purpose.
People in Female 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 18% 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 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 Female organizations.
1 The leaders at [Company] demonstrate that people are important to the company's success | 75% favorable Leadership |
2 I have confidence in the leaders at [Company] | 79% favorable Leadership |
3 [Company] is a great company for me to make a contribution to my development | 76% favorable Learning & Development |
4 The leaders at [Company] have communicated a vision that motivates me | 71% favorable Leadership |
5 [Company] effectively directs resources (funding, people and effort) towards company goals | 63% favorable Company Performance |
In the short term, 18% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+0% compared to overall) while on a longer time frame, 10% 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 [Company] effectively directs resources (funding, people and effort) towards company goals | 63% favorable Company Performance |
2 Most days, I really look forward to work at [Company] | 76% favorable Overall Wellbeing |
3 [Company] is in a position to really succeed over the next three years | 79% favorable Company Performance |
Organizations in Female tend to be very similar to the global all industries insights, with no significant departures from the average.
Insights data provided by Culture Amp.
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