Construction & Heavy Industry Oceania July 2025
~3.5m
Questions answered
over 12 months- /
~150
Organizations
These insights represent ~3.5m questions answered from ~150 organizations, collected between July 2024 and June 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
Utilities, Construction, Civil Engineering, Renewables & Environment, Automotive, Mining & Metals, Building Materials, Mechanical or Industrial Engineering, Oil & Energy, Machinery
Reported gender breakdown
Male
61%
Female
39%
Non-Binary
0.47%
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.
69% of Construction and Heavy Industry Oceania employees are engaged
This is in the top 50% compared with the overall average.
The median eNPS score for organizations in this benchmark is 13 and is in the bottom 46% compared with the overall average.
How does Construction and Heavy Industry Oceania compare?
People in Construction & Heavy Industry Oceania were much more positive than average regarding Company And Leadership, Growth, and Support Resources.
On the lower side, people in Construction & Heavy Industry Oceania had much lower favorable scores than average in Action, Work Pressure, and Equity.
People working in Construction & Heavy Industry Oceania are more engaged than Nonprofit Organization Management Europe, Hungary, Germany (200-500), and Turkey 1000+. People working in Construction & Heavy Industry Oceania are less engaged than Healthcare (500-1000), Biotechnology United States, Executive Office North America, and Professional Services Canada.
The highest scoring question for Construction & Heavy Industry Oceania had 87% of people agreeing that they know what they need to do to be successful in their role (+0% compared to overall) while they were generally most positive about Diversity.
People in Construction & Heavy Industry Oceania 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 23% of people disagreeing (+6% 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 Construction and Heavy Industry Oceania organizations.
1 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
2 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
3 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
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, 10% of people see themselves leaving within two years (+0% 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
27%
4 to less than 6 years
10%
6 to less than 10 years
12%
Greater than 10 years
20%