Education North America July 2026
~590k
Questions answered
over 12 months- /
~95
Organizations
These insights represent ~590k questions answered from ~95 organizations, collected between July 2025 and June 2026.
The data meet our criteria as being robust and reliable; unlikely to substantially change over time; and representative of the wider industry.
Data provided by Culture Amp
Most represented industries in this benchmark
E-Learning, Education Management, Primary/Secondary Education, Higher Education
Reported gender breakdown
Female
65%
Male
35%
Non-Binary
0.19%
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 Education North America employees are engaged
This is in the top 49% compared with the overall average.
The median eNPS score for organizations in this benchmark is 9 and is in the bottom 32% compared with the overall average.
How does Education North America compare?
People in Education North America were much more positive than average regarding Growth, Ownership, and Diversity.
On the lower side, people in Education North America had much lower favorable scores than average in Decision Making, Equity, and Company Performance.
People working in Education North America are more engaged than Management Consulting United Kingdom, Management Consulting Europe, Information Technology & Services Germany, and Consulting & Staffing United Kingdom. People working in Education North America are less engaged than Financial Services (0-100), Finance (1000-5000), Finance New Zealand, and Creative & Media (0-100).
The highest scoring question for Education North America had 93% of people agreeing that they understand how their work contributes to %[Company]%'s mission (+0% compared to overall) while they were generally most positive about Contribution to Broader Purpose.
People in Education North America 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 20% of people disagreeing (+3% 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 Education North America organizations.
1 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
2 %[Company]% is in a position to really succeed over the next three years | Company Performance |
3 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
How long do people stay?
In the short term, 21% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+2% 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
7%
1 to less than 2 years
13%
2 to less than 4 years
23%
4 to less than 6 years
15%
6 to less than 10 years
16%
Greater than 10 years
22%