Higher Education APAC July 2026
~590k
Questions answered
over 12 months- /
~25
Organizations
These insights represent ~590k questions answered from ~25 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
Higher Education
Reported gender breakdown
Female
62%
Male
38%
Non-Binary
0.25%
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.
62% of Higher Education APAC employees are engaged
This is in the bottom 26% compared with the overall average.
The median eNPS score for organizations in this benchmark is 0 and is in the bottom 11% compared with the overall average.
How does Higher Education APAC compare?
On the lower side, people in Higher Education APAC had much lower favorable scores than average in Company Performance, Action, and Feedback & Recognition.
People working in Higher Education APAC are more engaged than Management Consulting United Kingdom, Management Consulting Europe, Information Technology & Services Germany, and Consulting & Staffing United Kingdom. People working in Higher Education APAC are less engaged than Information Technology & Services Ireland, New Tech Europe, Logistics & Transport Australia, and Oceania > 5000.
The highest scoring question for Higher Education APAC had 84% of people agreeing that they know what they need to do to be successful in their role (-3% compared to overall) while they were generally most positive about Management.
People in Higher Education APAC were generally least favourable about Company Performance, and were most negative towards '%[Company]% effectively directs resources (funding, people and effort) towards company goals' with 29% of people disagreeing (+16% 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 Higher Education APAC organizations.
1 I have access to the things I need to do my job well | Enablement (outcome) |
2 I receive appropriate recognition for good work at %[Company]% | Feedback & Recognition |
3 The information I need to do my job effectively is readily available | Remote Work Enablement and environment |
How long do people stay?
In the short term, 30% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+11% 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
3%
3 months to 6 months
2%
6 months to less than 1 year
5%
1 to less than 2 years
10%
2 to less than 4 years
21%
4 to less than 6 years
11%
6 to less than 10 years
19%
Greater than 10 years
30%