Media Production & Publication July 2026
~0.8m
Questions answered
over 12 months- /
~50
Organizations
These insights represent ~0.8m questions answered from ~50 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
Broadcast Media, Publishing, Media Production, Newspapers
Most represented regions in this benchmark
Europe
52%
Northern America
36%
Oceania
8%
Asia
4%
Reported gender breakdown
Male
51%
Female
49%
Non-Binary
0.08%
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.
67% of Media Production and Publication employees are engaged
This is in the bottom 37% compared with other industries.
The median eNPS score for organizations in this benchmark is 17 and is in the top 50% compared with other industries.
How does Media Production and Publication compare?
On the lower side, people in Media Production & Publication had much lower favorable scores than average in Company Performance, Learning & Development, and Engagement.
People working in Media Production & Publication are more engaged than Local Councils AU & NZ. People working in Media Production & Publication are less engaged than All Industries (Global), Construction & Heavy Industry, B Corp, and Agricultural.
The highest scoring question for Media Production & Publication had 90% of people agreeing that they are able to arrange time out from work when they need to (+3% compared to overall) while they were generally most positive about Work & Life Blend.
People in Media Production & Publication 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 32% of people disagreeing (+9% 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 Media Production and Publication organizations.
1 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
2 %[Company]% effectively directs resources (funding, people and effort) towards company goals | Company Performance |
3 Generally, the right people are rewarded and recognized at %[Company]% | Feedback & Recognition |
How long do people stay?
In the short term, 25% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+6% 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
1%
3 months to 6 months
3%
6 months to less than 1 year
5%
1 to less than 2 years
11%
2 to less than 4 years
21%
4 to less than 6 years
12%
6 to less than 10 years
17%
Greater than 10 years
31%