Insurance July 2025
~1.9m
Questions answered
over 12 months- /
~80
Organizations
These insights represent ~1.9m questions answered from ~80 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
Insurance
Most represented regions in this benchmark
Northern America
45%
Oceania
32%
Europe
12%
Asia
8%
Reported gender breakdown
Female
58%
Male
42%
Non-Binary
0.28%
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.
74% of Insurance employees are engaged
This is in the top 40% compared with other industries.
The median eNPS score for organizations in this benchmark is 25 and is in the top 7% compared with other industries.
How does Insurance compare?
People in Insurance were much more positive than average regarding Action, Company Performance, and Collaboration & Communication.
People working in Insurance are more engaged than Government Administration, Higher Education, Government, and Media Production & Publication. People working in Insurance are less engaged than Engaging Growth.
The highest scoring question for Insurance had 90% of people agreeing that they know how their work contributes to the goals of %[Company]% (+0% compared to overall) while they were generally most positive about Management.
People in Insurance 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 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 Insurance organizations.
1 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
2 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
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 (-3% compared to overall) while on a longer time frame, 9% 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
4%
6 months to less than 1 year
9%
1 to less than 2 years
15%
2 to less than 4 years
23%
4 to less than 6 years
10%
6 to less than 10 years
14%
Greater than 10 years
23%