NDIS & Disability July 2026
~1.1m
Questions answered
over 12 months- /
~50
Organizations
These insights represent ~1.1m questions answered from ~50 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
Nonprofit Organization Management, Civic & Social Organization, Hospital & Health Care, Individual & Family Services, Education Management, Human Resources, Medical Practice, Mental Health Care, Staffing & Recruiting
Most represented regions in this benchmark
APAC
50%
Oceania
50%
Reported gender breakdown
Female
78%
Male
21%
Non-Binary
0.13%
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 NDIS and Disability employees are engaged
This is in the top 40% compared with other industries.
The median eNPS score for organizations in this benchmark is 16 and is in the bottom 48% compared with other industries.
How does NDIS and Disability compare?
People in NDIS & Disability were much more positive than average regarding Social Connection.
On the lower side, people in NDIS & Disability had much lower favorable scores than average in Action, Leadership, and Collaboration & Communication.
People working in NDIS & Disability are as engaged as other industries.
The highest scoring question for NDIS & Disability had 89% of people agreeing that they know what they need to do to be successful in their role (+3% compared to overall) while they were generally most positive about Management.
People in NDIS & Disability were generally least favourable about Action, and were most negative towards 'I have seen positive changes taking place based on recent employee survey results' with 15% of people disagreeing (+1% above average).
How long do people stay?
In the short term, 20% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+1% compared to overall) while on a longer time frame, 10% of people see themselves leaving within two years (+0% 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
4%
3 months to 6 months
5%
6 months to less than 1 year
10%
1 to less than 2 years
16%
2 to less than 4 years
25%
4 to less than 6 years
12%
6 to less than 10 years
13%
Greater than 10 years
15%