Mining & Metals January 2026
~730k
Questions answered
over 12 months- /
~20
Organizations
These insights represent ~730k questions answered from ~20 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
Mining & Metals
Most represented regions in this benchmark
Oceania
71%
Asia
12%
MEA
6%
Europe
6%
Northern America
4%
Reported gender breakdown
Male
78%
Female
22%
Non-Binary
0.22%
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.
70% of Mining and Metals employees are engaged
This is in the top 50% compared with other industries.
The median eNPS score for organizations in this benchmark is 7 and is in the bottom 10% compared with other industries.
How does Mining and Metals compare?
On the lower side, people in Mining & Metals had much lower favorable scores than average in Feedback & Recognition, Collaboration & Communication, and Service & Quality Focus.
People working in Mining & Metals are more engaged than Public Relations & Communications, Higher Education, Government Administration, and Government. People working in Mining & Metals are less engaged than Renewables & Environment, Financial Services, Legal, and Health & Wellness.
The highest scoring question for Mining & Metals had 88% of people agreeing that they know how their work contributes to the goals of %[Company]% (-1% compared to overall) while they were generally most positive about Work & Life Blend.
People in Mining & Metals were generally least favourable about Feedback & Recognition, and were most negative towards 'Generally, the right people are rewarded and recognized at %[Company]%' with 20% 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 Mining and Metals organizations.
1 I have access to the learning and development I need to do my job well | Learning & Development |
2 %[Company]% is in a position to really succeed over the next three years | Company Performance |
3 At %[Company]% we act on promising new or innovative ideas | Innovation |
How long do people stay?
In the short term, 20% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+0% compared to overall) while on a longer time frame, 9% of people see themselves leaving within two years (-1% 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
3%
6 months to less than 1 year
10%
1 to less than 2 years
22%
2 to less than 4 years
25%
4 to less than 6 years
9%
6 to less than 10 years
12%
Greater than 10 years
17%