Education North America January 2026
~715k
Questions answered
over 12 months- /
~150
Organizations
These insights represent ~715k questions answered from ~150 organizations, collected between January 2025 and December 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
Education Management, E-Learning, Higher Education, Primary/Secondary Education
Reported gender breakdown
Female
67%
Male
33%
Non-Binary
0.51%
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 48% compared with the overall average.
The median eNPS score for organizations in this benchmark is 9 and is in the bottom 31% compared with the overall average.
How does Education North America compare?
People in Education North America were much more positive than average regarding Social Connection and Diversity.
On the lower side, people in Education North America had much lower favorable scores than average in Equity, Decision Making, and Company Performance.
People working in Education North America are more engaged than Nonprofit Organization Management United Kingdom, Creative & Media Central Europe, Manufacturing Japan, and Computer Software Benelux. People working in Education North America are less engaged than Manufacturing (100-200), Australia (0-100), Saudi Arabia, and Legal APAC.
The highest scoring question for Education North America had 91% of people agreeing that they know how their work contributes to the goals of %[Company]% (+1% compared to overall) while they were generally most positive about Contribution to Broader Purpose.
People in Education North America 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 18% of people disagreeing (+1% 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]%'s commitment to social responsibility (e.g. community support, sustainability, etc.) is genuine | Social Connection |
2 We are encouraged to be innovative even though some of our initiatives may not succeed | Innovation |
3 %[Company]% is in a position to really succeed over the next three years | Company Performance |
How long do people stay?
In the short term, 24% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+4% compared to overall) while on a longer time frame, 9% 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
8%
1 to less than 2 years
14%
2 to less than 4 years
26%
4 to less than 6 years
13%
6 to less than 10 years
15%
Greater than 10 years
19%