Finance APAC July 2025
~3m
Questions answered
over 12 months- /
~250
Organizations
These insights represent ~3m questions answered from ~250 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
Financial Services, Insurance, Real Estate, Investment Management, Investment Banking, Commercial Real Estate, Capital Markets
Reported gender breakdown
Female
53%
Male
47%
Non-Binary
0.29%
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.
71% of Finance APAC employees are engaged
This is in the top 39% compared with the overall average.
The median eNPS score for organizations in this benchmark is 18 and is in the top 31% compared with the overall average.
How does Finance APAC compare?
People in Finance APAC were much more positive than average regarding Action, Decision Making, and Collaboration & Communication.
On the lower side, people in Finance APAC had much lower favorable scores than average in Work Pressure.
People working in Finance APAC are more engaged than Nonprofit Organization Management Europe, Hungary, Germany (200-500), and Turkey 1000+. People working in Finance APAC are less engaged than Middle East (200-500), Finance Asia, Philippines 1000+, and Technology, Science, Research (0-100).
The highest scoring question for Finance APAC had 90% 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 Finance APAC were generally least favourable about Action, and were most negative towards 'I believe my total compensation (base salary+any bonuses+benefits+equity) is fair, relative to similar roles at other companies' with 19% of people disagreeing (-4% 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 Finance APAC organizations.
1 I have confidence in the leaders at %[Company]% | Leadership |
2 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
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, 18% 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
2%
3 months to 6 months
4%
6 months to less than 1 year
8%
1 to less than 2 years
17%
2 to less than 4 years
27%
4 to less than 6 years
11%
6 to less than 10 years
14%
Greater than 10 years
18%