Financial Services Oceania July 2025
~1m
Questions answered
over 12 months- /
~90
Organizations
These insights represent ~1m questions answered from ~90 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
Reported gender breakdown
Male
50%
Female
50%
Non-Binary
0.14%
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 Financial Services Oceania employees are engaged
This is in the top 41% compared with the overall average.
The median eNPS score for organizations in this benchmark is 20 and is in the top 25% compared with the overall average.
How does Financial Services Oceania compare?
People in Financial Services Oceania were much more positive than average regarding Action, Decision Making, and Service & Quality Focus.
On the lower side, people in Financial Services Oceania had much lower favorable scores than average in Equity.
People working in Financial Services Oceania are more engaged than Nonprofit Organization Management Europe, Hungary, Germany (200-500), and Turkey 1000+. People working in Financial Services Oceania are less engaged than Creative & Media South Asia, Financial Services (100-200), New Tech Southeast Asia, and Southeast Asia (200-500).
The highest scoring question for Financial Services Oceania had 91% of people agreeing that they know how their work contributes to the goals of %[Company]% (+2% compared to overall) while they were generally most positive about Diversity.
People in Financial Services 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 20% of people disagreeing (-3% 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 Financial Services Oceania organizations.
1 I have confidence in the leaders at %[Company]% | Leadership |
2 %[Company]% is in a position to really succeed over the next three years | Company Performance |
3 We have enough autonomy to perform our jobs effectively | Enablement |
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, 11% 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
9%
1 to less than 2 years
17%
2 to less than 4 years
28%
4 to less than 6 years
11%
6 to less than 10 years
14%
Greater than 10 years
16%