Middle East & Africa 1000+ January 2026
~1.5m
Questions answered
over 12 months- /
~200
Organizations
These insights represent ~1.5m questions answered from ~200 organizations, collected between January 2025 and December 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
Computer Software, Financial Services, Information Technology & Services, Marketing & Advertising, Computer & Network Security, Oil & Energy, Pharmaceuticals, Internet, Leisure, Travel & Tourism
Reported gender breakdown
Male
61%
Female
39%
Non-Binary
0.03%
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 Middle East and Africa 1000+ employees are engaged
This is in the top 49% compared with other regions.
The median eNPS score for organizations in this benchmark is 23 and is in the top 23% compared with other regions.
How does Middle East and Africa 1000+ compare?
People in Middle East & Africa 1000+ were much more positive than average regarding Decision Making, Company Performance, and Innovation.
On the lower side, people in Middle East & Africa 1000+ had much lower favorable scores than average in Equity, Purpose, and Contribution To Broader Purpose.
People working in Middle East & Africa 1000+ are more engaged than Benelux, DACH, Central Europe, and Nordic. People working in Middle East & Africa 1000+ are less engaged than Asia, Latin America, South America, and Central America.
The highest scoring question for Middle East & Africa 1000+ had 91% of people agreeing that they know how their work contributes to the goals of %[Company]% (+2% compared to overall) while they were generally most positive about Contribution to Broader Purpose.
People in Middle East & Africa 1000+ were generally least favourable about Equity, 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 26% of people disagreeing (+3% 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 Middle East and Africa 1000+ organizations.
1 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
2 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
3 I believe action will take place as a result of this survey | Action |
How long do people stay?
In the short term, 19% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-1% compared to overall) while on a longer time frame, 8% of people see themselves leaving within two years (-2% 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
0.89%
3 months to 6 months
2%
6 months to less than 1 year
6%
1 to less than 2 years
15%
2 to less than 4 years
27%
4 to less than 6 years
9%
6 to less than 10 years
14%
Greater than 10 years
25%