Resources & Utilities July 2026
~4.5m
Questions answered
over 12 months- /
~250
Organizations
These insights represent ~4.5m questions answered from ~250 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
Utilities, Renewables & Environment, Environmental Services, Oil & Energy, Mining & Metals, Industrial Automation
Most represented regions in this benchmark
Oceania
41%
Northern America
32%
Europe
21%
Asia
3%
Reported gender breakdown
Male
69%
Female
31%
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.
71% of Resources and Utilities employees are engaged
This is in the top 46% compared with other industries.
The median eNPS score for organizations in this benchmark is 18 and is in the top 41% compared with other industries.
How does Resources and Utilities compare?
People in Resources & Utilities were much more positive than average regarding Work Pressure, Work Pressure, and Equity.
On the lower side, people in Resources & Utilities had much lower favorable scores than average in Overall Industries (Global) Wellbeing, Wellbeing Culture, and Company And Leadership.
People working in Resources & Utilities are more engaged than Local Councils AU & NZ, Local Councils Australia, Higher Education, and Government Administration. People working in Resources & Utilities are less engaged than Investment Management, Investment Management, Venture Capital, & Private Equity, Health & Wellness, and Engaging Growth.
The highest scoring question for Resources & Utilities had 91% 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 Resources & Utilities were generally least favourable about Decision Making, and were most negative towards 'When it is clear that someone is not delivering in their role we do something about it' with 20% of people disagreeing (+3% 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 Resources and Utilities organizations.
1 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
2 I have confidence in the leaders at %[Company]% | Leadership |
3 %[Company]% effectively directs resources (funding, people and effort) towards company goals | Company Performance |
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, 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
8%
1 to less than 2 years
15%
2 to less than 4 years
24%
4 to less than 6 years
10%
6 to less than 10 years
12%
Greater than 10 years
22%
Solutions
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