Civil Engineering July 2026
~400k
Questions answered
over 12 months- /
~40
Organizations
These insights represent ~400k questions answered from ~40 organizations, collected between July 2025 and June 2026.
To ensure accuracy and stability of Emerging benchmarks we may use statistical sampling methods. Read more about the methodology.
Data provided by Culture Amp
Most represented industries in this benchmark
Civil Engineering
Most represented regions in this benchmark
Oceania
55%
Northern America
34%
Europe
8%
Asia
3%
Reported gender breakdown
Male
68%
Female
32%
Non-Binary
0%
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.
74% of Civil Engineering employees are engaged
This is in the top 40% compared with other industries.
The median eNPS score for organizations in this benchmark is 25 and is in the top 11% compared with other industries.
How does Civil Engineering compare?
People in Civil Engineering were much more positive than average regarding Engagement.
People working in Civil Engineering are more engaged than Local Councils AU & NZ, Local Councils Australia, Higher Education, and Government Administration. People working in Civil Engineering are less engaged than Health & Wellness and Engaging Growth.
The highest scoring question for Civil Engineering had 89% of people agreeing that they are able to arrange time out from work when they need to (+3% compared to overall) while they were generally most positive about Work & Life Blend.
People in Civil Engineering were generally least favourable about Action, and were most negative towards 'I have seen positive changes taking place based on recent employee survey results' with 11% of people disagreeing (-3% below average).
How long do people stay?
In the short term, 15% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-4% compared to overall) while on a longer time frame, 6% of people see themselves leaving within two years (-4% 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
3%
3 months to 6 months
5%
6 months to less than 1 year
9%
1 to less than 2 years
15%
2 to less than 4 years
29%
4 to less than 6 years
12%
6 to less than 10 years
13%
Greater than 10 years
15%
Solutions
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