Education Oceania January 2026
~1m
Questions answered
over 12 months- /
~60
Organizations
These insights represent ~1m questions answered from ~60 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
Higher Education, Education Management, Primary/Secondary Education, E-Learning
Reported gender breakdown
Female
63%
Male
37%
Non-Binary
0.36%
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.
65% of Education Oceania employees are engaged
This is in the bottom 39% compared with the overall average.
The median eNPS score for organizations in this benchmark is 6 and is in the bottom 24% compared with the overall average.
How does Education Oceania compare?
On the lower side, people in Education Oceania had much lower favorable scores than average in Feedback & Recognition, Voice, and Company And Leadership.
People working in Education Oceania are more engaged than Nonprofit Organization Management United Kingdom, Creative & Media Central Europe, Manufacturing Japan, and Computer Software Benelux. People working in Education Oceania are less engaged than Construction & Heavy Industry Oceania, Insurance (200-500), Professional Training & Coaching, and New Tech Oceania.
The highest scoring question for Education Oceania had 86% of people agreeing that they know how their work contributes to the goals of %[Company]% (-4% compared to overall) while they were generally most positive about Management.
People in Education 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 21% 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 Oceania organizations.
1 At %[Company]% we act on promising new or innovative ideas | Innovation |
2 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
3 %[Company]% effectively directs resources (funding, people and effort) towards company goals | Company Performance |
How long do people stay?
In the short term, 26% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+6% compared to overall) while on a longer time frame, 13% 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
1%
3 months to 6 months
2%
6 months to less than 1 year
3%
1 to less than 2 years
12%
2 to less than 4 years
23%
4 to less than 6 years
11%
6 to less than 10 years
19%
Greater than 10 years
29%