Non Profits Oceania July 2025
~0.9m
Questions answered
over 12 months- /
~150
Organizations
These insights represent ~0.9m questions answered from ~150 organizations, collected between July 2024 and June 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
Nonprofit Organization Management, Civic & Social Organization, Fund-Raising, Public Safety
Reported gender breakdown
Female
73%
Male
26%
Non-Binary
0.32%
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.
68% of Non Profits Oceania employees are engaged
This is in the top 48% compared with the overall average.
The median eNPS score for organizations in this benchmark is 11 and is in the bottom 39% compared with the overall average.
How does Non Profits Oceania compare?
People in Non Profits Oceania were much more positive than average regarding Decision Making, Social Connection, and Support Resources.
On the lower side, people in Non Profits Oceania had much lower favorable scores than average in Equity, Feedback & Recognition, and Company And Leadership.
People working in Non Profits Oceania are more engaged than Nonprofit Organization Management Europe, Hungary, Germany (200-500), and Turkey 1000+. People working in Non Profits Oceania are less engaged than Medical Devices, Consulting & Staffing (1000-5000), Tech: Manufacturing & Research, and Finance (1000-5000).
The highest scoring question for Non Profits Oceania had 92% 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 Non Profits Oceania were generally least favourable about Equity, and were most negative towards 'When it is clear that someone is not delivering in their role we do something about it' with 21% of people disagreeing (+4% 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 Non Profits Oceania organizations.
1 %[Company]% effectively directs resources (funding, people and effort) towards company goals | Company Performance |
2 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
3 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
How long do people stay?
In the short term, 22% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+2% compared to overall) while on a longer time frame, 14% of people see themselves leaving within two years (+4% 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
10%
1 to less than 2 years
18%
2 to less than 4 years
23%
4 to less than 6 years
11%
6 to less than 10 years
13%
Greater than 10 years
18%