Mining Australia July 2026
~0.9m
Questions answered
over 12 months- /
~20
Organizations
These insights represent ~0.9m questions answered from ~20 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, Building Materials
Most represented regions in this benchmark
APAC
42%
Oceania
39%
Northern America
11%
Asia
4%
Europe
2%
Reported gender breakdown
Male
77%
Female
23%
Non-Binary
0.07%
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.
66% of Mining Australia employees are engaged
This is in the bottom 20% compared with other industries.
The median eNPS score for organizations in this benchmark is 5 and is in the bottom 7% compared with other industries.
How does Mining Australia compare?
On the lower side, people in Mining Australia had much lower favorable scores than average in Action, Feedback & Recognition, and Company Performance.
People working in Mining Australia are less engaged than All Industries (Global).
The highest scoring question for Mining Australia had 86% of people agreeing that they know what they need to do to be successful in their role (-1% compared to overall) while they were generally most positive about Work & Life Blend.
People in Mining Australia 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 28% of people disagreeing (+11% above average).
How long do people stay?
In the short term, 24% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+5% 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
25%
4 to less than 6 years
10%
6 to less than 10 years
12%
Greater than 10 years
25%