Finance Oceania July 2026
~2.5m
Questions answered
over 12 months- /
~250
Organizations
These insights represent ~2.5m questions answered from ~250 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
Financial Services, Insurance, Investment Management, Real Estate, Banking
Reported gender breakdown
Female
52%
Male
48%
Non-Binary
0.09%
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.
72% of Finance Oceania 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 37% compared with the overall average.
How does Finance Oceania compare?
People in Finance Oceania were much more positive than average regarding Action, Performance Confidence, and Service & Quality Focus.
On the lower side, people in Finance Oceania had much lower favorable scores than average in Equity.
People working in Finance Oceania are more engaged than Management Consulting United Kingdom, Management Consulting Europe, Information Technology & Services Germany, and Consulting & Staffing United Kingdom. People working in Finance Oceania are less engaged than Manufacturing Malaysia, Egypt 1000+, Creative & Media South Asia, and Healthcare (100-200).
The highest scoring question for Finance Oceania 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 Finance Oceania were generally least favourable about Equity, 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 22% of people disagreeing (-1% 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 Oceania organizations.
1 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
2 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
3 I have confidence in the leaders at %[Company]% | Leadership |
How long do people stay?
In the short term, 17% 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
3%
3 months to 6 months
4%
6 months to less than 1 year
9%
1 to less than 2 years
15%
2 to less than 4 years
24%
4 to less than 6 years
13%
6 to less than 10 years
14%
Greater than 10 years
18%
Solutions
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