Consulting & Staffing Oceania July 2025
~635k
Questions answered
over 12 months- /
~95
Organizations
These insights represent ~635k questions answered from ~95 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
Management Consulting, Accounting, Staffing & Recruiting, Architecture & Planning, Information Services, Professional Training & Coaching, Human Resources, Market Research
Reported gender breakdown
Male
53%
Female
47%
Non-Binary
0.16%
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.
70% of Consulting and Staffing Oceania employees are engaged
This is in the top 43% compared with the overall average.
The median eNPS score for organizations in this benchmark is 12 and is in the bottom 43% compared with the overall average.
How does Consulting and Staffing Oceania compare?
People in Consulting & Staffing Oceania were much more positive than average regarding Action, Inclusion, and Growth.
On the lower side, people in Consulting & Staffing Oceania had much lower favorable scores than average in Equity and Innovation.
People working in Consulting & Staffing Oceania are more engaged than Nonprofit Organization Management Europe, Hungary, Germany (200-500), and Turkey 1000+. People working in Consulting & Staffing Oceania are less engaged than Biotechnology & Medical Devices, Individual & Family Services, Creative & Media (0-100), and Insurance.
The highest scoring question for Consulting & Staffing Oceania had 88% of people agreeing that they are able to arrange time out from work when they need to (+1% compared to overall) while they were generally most positive about Management.
People in Consulting & Staffing Oceania were generally least favourable about Equity, and were most negative towards 'When it is clear that someone is not delivering in their role we do something about it' with 15% of people disagreeing (-2% below 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 Consulting and Staffing Oceania organizations.
1 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
2 I have confidence in the leaders at %[Company]% | 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, 11% of people see themselves leaving within two years (+1% 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
9%
1 to less than 2 years
18%
2 to less than 4 years
28%
4 to less than 6 years
11%
6 to less than 10 years
14%
Greater than 10 years
15%