Gambling & Casinos July 2026
~565k
Questions answered
over 12 months- /
~30
Organizations
These insights represent ~565k questions answered from ~30 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
Gambling & Casinos
Most represented regions in this benchmark
Europe
40%
Northern America
37%
Oceania
15%
Asia
7%
Reported gender breakdown
Male
59%
Female
41%
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.
68% of Gambling and Casinos employees are engaged
This is in the bottom 42% compared with other industries.
The median eNPS score for organizations in this benchmark is 22 and is in the top 24% compared with other industries.
How does Gambling and Casinos compare?
On the lower side, people in Gambling & Casinos had much lower favorable scores than average in Action, Collaboration & Communication, and Innovation.
People working in Gambling & Casinos are more engaged than Local Councils AU & NZ, Local Councils Australia, and Higher Education. People working in Gambling & Casinos are less engaged than Individual & Family Services, Professional Services, E Learning, and Medical Devices.
The highest scoring question for Gambling & Casinos had 89% of people agreeing that they are able to arrange time out from work when they need to (+2% compared to overall) while they were generally most positive about Management.
People in Gambling & Casinos were generally least favourable about Action, and were most negative towards 'I have seen positive changes taking place based on recent employee survey results' with 16% of people disagreeing (+2% 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 Gambling and Casinos organizations.
1 I have confidence in the leaders at %[Company]% | Leadership |
2 My job performance is evaluated fairly | Feedback & Recognition |
3 Generally, the right people are rewarded and recognized at %[Company]% | Feedback & Recognition |
How long do people stay?
In the short term, 20% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+1% 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
16%
2 to less than 4 years
25%
4 to less than 6 years
13%
6 to less than 10 years
15%
Greater than 10 years
16%