Mining & Metals July 2026
~0.9m
Questions answered
over 12 months- /
~25
Organizations
These insights represent ~0.9m questions answered from ~25 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
Mining & Metals
Most represented regions in this benchmark
Oceania
63%
Northern America
21%
Asia
7%
Europe
4%
MEA
4%
Reported gender breakdown
Male
77%
Female
23%
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 Mining and Metals employees are engaged
This is in the bottom 39% compared with other industries.
The median eNPS score for organizations in this benchmark is 4 and is in the bottom 6% 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 Action, Feedback & Recognition, and Company Performance.
People working in Mining & Metals are more engaged than Local Councils AU & NZ. People working in Mining & Metals are less engaged than New Tech, Publishing, Private Company, and Oil & Energy.
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 Action, and were most negative towards 'When it is clear that someone is not delivering in their role we do something about it' with 27% of people disagreeing (+10% 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 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
2 We are genuinely supported if we choose to make use of flexible working arrangements | Wellbeing |
3 %[Company]% is in a position to really succeed over the next three years | Company Performance |
How long do people stay?
In the short term, 23% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+4% 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
3%
3 months to 6 months
4%
6 months to less than 1 year
7%
1 to less than 2 years
15%
2 to less than 4 years
26%
4 to less than 6 years
9%
6 to less than 10 years
12%
Greater than 10 years
24%
Solutions
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