Insurance United States July 2026
~1.1m
Questions answered
over 12 months- /
~45
Organizations
These insights represent ~1.1m questions answered from ~45 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
Insurance
Reported gender breakdown
Female
60%
Male
40%
Non-Binary
0.04%
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 Insurance United States employees are engaged
This is in the top 44% compared with the overall average.
The median eNPS score for organizations in this benchmark is 21 and is in the top 24% compared with the overall average.
How does Insurance United States compare?
People in Insurance United States were much more positive than average regarding Feedback & Recognition and Inclusion.
People working in Insurance United States are more engaged than Management Consulting United Kingdom, Management Consulting Europe, Information Technology & Services Germany, and Consulting & Staffing United Kingdom. People working in Insurance United States are less engaged than Healthcare (100-200), Finance United States, Marketing & Advertising South Asia, and Resources & Utilities Asia.
The highest scoring question for Insurance United States had 89% 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 United States 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 24% of people disagreeing (+1% 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 Insurance United States organizations.
1 We are genuinely supported if we choose to make use of flexible working arrangements | Wellbeing |
2 %[Company]% effectively directs resources (funding, people and effort) towards company goals | Company Performance |
3 The leaders at %[Company]% demonstrate that people are important to the company's success | 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, 7% 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
1%
3 months to 6 months
3%
6 months to less than 1 year
7%
1 to less than 2 years
13%
2 to less than 4 years
21%
4 to less than 6 years
13%
6 to less than 10 years
17%
Greater than 10 years
25%
Solutions
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