Civil Engineering Oceania July 2026
~180k
Questions answered
over 12 months- /
~25
Organizations
These insights represent ~180k questions answered from ~25 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
Reported gender breakdown
Male
69%
Female
31%
Non-Binary
0.01%
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.
72% of Civil Engineering Oceania employees are engaged
This is in the top 48% compared with the overall average.
The median eNPS score for organizations in this benchmark is 23 and is in the top 19% compared with the overall average.
How does Civil Engineering Oceania compare?
On the lower side, people in Civil Engineering Oceania had much lower favorable scores than average in Action, Service & Quality Focus, and Company Performance.
People working in Civil Engineering Oceania are more engaged than Management Consulting United Kingdom, Management Consulting Europe, Information Technology & Services Germany, and Consulting & Staffing United Kingdom. People working in Civil Engineering Oceania are less engaged than Asia, Latin America > 5000, Finance East Asia, and Electrical/Electronic Manufacturing APAC.
The highest scoring question for Civil Engineering Oceania had 88% of people agreeing that they are able to arrange time out from work when they need to (+2% compared to overall) while they were generally most positive about Management.
People in Civil Engineering Oceania 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 12% of people disagreeing (-2% below average).
How long do people stay?
In the short term, 17% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-2% 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
3%
6 months to less than 1 year
8%
1 to less than 2 years
14%
2 to less than 4 years
32%
4 to less than 6 years
14%
6 to less than 10 years
13%
Greater than 10 years
13%
Solutions
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