Middle East & Africa 1000+ July 2026
~2.5m
Questions answered
over 12 months- /
~150
Organizations
These insights represent ~2.5m questions answered from ~150 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
Financial Services, Computer Software, Information Technology & Services, Marketing & Advertising, Computer & Network Security, Machinery, Architecture & Planning, E-Learning, Electrical/Electronic Manufacturing, Food Production
Reported gender breakdown
Male
66%
Female
34%
Non-Binary
0%
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.
73% of Middle East and Africa 1000+ employees are engaged
This is in the top 47% compared with other regions.
The median eNPS score for organizations in this benchmark is 26 and is in the top 19% 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 Collaboration & Communication, Service & Quality Focus, and Leadership.
On the lower side, people in Middle East & Africa 1000+ had much lower favorable scores than average in Equity and Contribution To Broader Purpose.
People working in Middle East & Africa 1000+ are more engaged than Benelux, Central Europe, DACH, and Nordic. People working in Middle East & Africa 1000+ are less engaged than South America, Central America, and South Asia.
The highest scoring question for Middle East & Africa 1000+ had 91% of people agreeing that they know what they need to do to be successful in their role (+4% 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 31% of people disagreeing (+8% 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 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
2 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
3 I believe my total compensation (base salary+any bonuses+benefits+equity) is fair, relative to similar roles at other companies | Alignment & Involvement |
How long do people stay?
In the short term, 19% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+0% 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
2%
3 months to 6 months
4%
6 months to less than 1 year
7%
1 to less than 2 years
17%
2 to less than 4 years
22%
4 to less than 6 years
12%
6 to less than 10 years
13%
Greater than 10 years
22%