Apparel & Fashion January 2026
~1.9m
Questions answered
over 12 months- /
~75
Organizations
These insights represent ~1.9m questions answered from ~75 organizations, collected between January 2025 and December 2025.
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
Most represented industries in this benchmark
Apparel & Fashion, Furniture, Luxury Goods & Jewelry, Textiles
Most represented regions in this benchmark
Northern America
45%
Oceania
21%
Europe
18%
Asia
8%
MEA
5%
Reported gender breakdown
Female
62%
Male
38%
Non-Binary
0.69%
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.
71% of Apparel and Fashion employees are engaged
This is in the top 45% compared with other industries.
The median eNPS score for organizations in this benchmark is 23 and is in the top 15% compared with other industries.
How does Apparel and Fashion compare?
People in Apparel & Fashion were much more positive than average regarding Company Performance.
On the lower side, people in Apparel & Fashion had much lower favorable scores than average in Learning & Development and Work & Life Blend.
People working in Apparel & Fashion are more engaged than Public Relations & Communications, Higher Education, Government Administration, and Government. People working in Apparel & Fashion are less engaged than Computer & Network Security, Civil Engineering, Investment Management, and Legal Services.
The highest scoring question for Apparel & Fashion had 90% 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 Management.
People in Apparel & Fashion were generally least favourable about Action, and were most negative towards 'I believe my total compensation (base salary+any bonuses+benefits+equity) is fair, relative to similar roles at other companies' with 27% of people disagreeing (+4% above 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 Apparel and Fashion organizations.
1 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
2 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
3 I am happy with my current role relative to what was described to me | Alignment & Involvement |
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 (+2% compared to overall).
Understanding Tenure distributions
Tenure describes how long an employee has worked for their company: we know through our research that newly hired employees tend to be more positive than their tenured counterparts. Positivity declines sharply before bottoming out between two to six years, then rises slightly for those that remain.
The tenure composition of a benchmark can influence overall scores.
Tenure distributions
Less than 3 months
5%
3 months to 6 months
7%
6 months to less than 1 year
11%
1 to less than 2 years
18%
2 to less than 4 years
25%
4 to less than 6 years
11%
6 to less than 10 years
13%
Greater than 10 years
11%