Apparel & Fashion Europe January 2026
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
Most represented industries in this benchmark
Apparel & Fashion, Furniture, Luxury Goods & Jewelry, Textiles
Reported gender breakdown
Female
52%
Male
47%
Non-Binary
0.49%
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.
62% of Apparel and Fashion Europe employees are engaged
This is in the bottom 34% compared with the overall average.
The median eNPS score for organizations in this benchmark is 5 and is in the bottom 23% compared with the overall average.
How does Apparel and Fashion Europe compare?
People in Apparel & Fashion Europe were much more positive than average regarding Inclusion.
On the lower side, people in Apparel & Fashion Europe had much lower favorable scores than average in Action, Feedback & Recognition, and Service & Quality Focus.
People working in Apparel & Fashion Europe are more engaged than Nonprofit Organization Management United Kingdom, Creative & Media Central Europe, Manufacturing Japan, and Computer Software Benelux. People working in Apparel & Fashion Europe are less engaged than Staffing & Recruiting, Financial Services Singapore, Hospital & Health Care APAC, and New Tech United Kingdom.
The highest scoring question for Apparel & Fashion Europe had 85% of people agreeing that they can be their authentic self at work (+3% compared to overall) while they were generally most positive about Inclusion.
People in Apparel & Fashion Europe 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 32% of people disagreeing (+9% above average).
How long do people stay?
In the short term, 25% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+5% compared to overall) while on a longer time frame, 15% of people see themselves leaving within two years (+5% 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
1%
3 months to 6 months
3%
6 months to less than 1 year
8%
1 to less than 2 years
19%
2 to less than 4 years
28%
4 to less than 6 years
14%
6 to less than 10 years
13%
Greater than 10 years
14%