Civil Engineering July 2025
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
Civil Engineering
Most represented regions in this benchmark
Oceania
74%
Europe
13%
Northern America
10%
Asia
3%
Reported gender breakdown
Male
73%
Female
27%
Non-Binary
0.05%
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 23 and is in the top 16% compared with other industries.
How does Civil Engineering compare?
People in Civil Engineering were much more positive than average regarding Leadership and Engagement.
On the lower side, people in Civil Engineering had much lower favorable scores than average in Action and Innovation.
People working in Civil Engineering are more engaged than Government Administration, Higher Education, Government, and Media Production & Publication. People working in Civil Engineering are less engaged than Engaging Growth.
The highest scoring question for Civil Engineering had 89% of people agreeing that We have enough autonomy to perform our jobs effectively (+6% 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 'When it is clear that someone is not delivering in their role we do something about it' with 19% of people disagreeing (+2% above average).
How long do people stay?
In the short term, 15% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-5% compared to overall) while on a longer time frame, 7% of people see themselves leaving within two years (-3% 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
2%
3 months to 6 months
4%
6 months to less than 1 year
8%
1 to less than 2 years
19%
2 to less than 4 years
27%
4 to less than 6 years
9%
6 to less than 10 years
14%
Greater than 10 years
17%