Oceania (0-100) January 2026
Emerging
Benchmark status
We consider this an emerging benchmark: it has enough data available for us to use bootstrapping to create a representative sample. As the sample grows in size, some scores may slightly change. Our research has shown that our bootstrapped scores are consistent with our standard benchmarks. Read more about the methodology.
Data provided by Culture Amp
Most represented industries in this benchmark
Sports, Nonprofit Organization Management, Financial Services, Computer Software, Civic & Social Organization, Staffing & Recruiting, Investment Management, Management Consulting, Marketing & Advertising, Real Estate
Reported gender breakdown
Female
51%
Male
49%
Non-Binary
0.39%
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.
73% of Oceania (0-100) employees are engaged
This is in the top 43% compared with other regions.
The median eNPS score for organizations in this benchmark is 24 and is in the top 21% compared with other regions.
How does Oceania (0-100) compare?
People in Oceania (0-100) were much more positive than average regarding Action, Work Pressure, and Feedback & Recognition.
On the lower side, people in Oceania (0-100) had much lower favorable scores than average in Equity, Work Pressure, and Managing Energy.
People working in Oceania (0-100) are more engaged than Benelux, DACH, Central Europe, and Nordic. People working in Oceania (0-100) are less engaged than South America, Central America, and South Asia.
The highest scoring question for Oceania (0-100) had 91% of people agreeing that they know how their work contributes to the goals of %[Company]% (+2% compared to overall) while they were generally most positive about Diversity.
People in Oceania (0-100) 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 14% of people disagreeing (-3% below average).
How long do people stay?
In the short term, 19% 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
2%
3 months to 6 months
4%
6 months to less than 1 year
9%
1 to less than 2 years
19%
2 to less than 4 years
29%
4 to less than 6 years
11%
6 to less than 10 years
13%
Greater than 10 years
12%