Middle East & Africa (200-500) January 2026
Emerging
Benchmark status
We consider this an emerging benchmark: it has enough data available for us to use bootstrapping to create a representative sample. As the sample grows in size, some scores may slightly change. Our research has shown that our bootstrapped scores are consistent with our standard benchmarks. Read more about the methodology.
Data provided by Culture Amp
Most represented industries in this benchmark
Computer Software, Financial Services, Internet, Information Technology & Services, Nonprofit Organization Management, Banking, Computer & Network Security, Human Resources, International Affairs, International Trade & Development
Reported gender breakdown
Male
62%
Female
38%
Non-Binary
0.01%
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 Middle East and Africa (200-500) employees are engaged
This is in the top 43% compared with other regions.
The median eNPS score for organizations in this benchmark is 35 and is in the top 6% compared with other regions.
How does Middle East and Africa (200-500) compare?
People in Middle East & Africa (200-500) were much more positive than average regarding Action, Collaboration & Communication, and Service & Quality Focus.
On the lower side, people in Middle East & Africa (200-500) had much lower favorable scores than average in Equity.
People working in Middle East & Africa (200-500) are more engaged than Benelux, DACH, Central Europe, and Nordic. People working in Middle East & Africa (200-500) are less engaged than South Asia.
The highest scoring question for Middle East & Africa (200-500) had 94% of people agreeing that they understand how their work contributes to %[Company]%'s mission (+2% compared to overall) while they were generally most positive about Contribution to Broader Purpose.
People in Middle East & Africa (200-500) were generally least favourable about Equity, and were most negative towards 'I believe that my total compensation is fair, relative to similar roles at %[Company]%' with 28% of people disagreeing (+9% above average).
How long do people stay?
In the short term, 18% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-2% 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
1%
3 months to 6 months
4%
6 months to less than 1 year
9%
1 to less than 2 years
18%
2 to less than 4 years
31%
4 to less than 6 years
14%
6 to less than 10 years
13%
Greater than 10 years
9%