Resources & Utilities APAC July 2025
~1.4m
Questions answered
over 12 months- /
~90
Organizations
These insights represent ~1.4m questions answered from ~90 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
Utilities, Oil & Energy, Renewables & Environment, Mining & Metals, Environmental Services, Industrial Automation
Reported gender breakdown
Male
68%
Female
32%
Non-Binary
0.3%
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 APAC employees are engaged
This is in the top 46% compared with the overall average.
The median eNPS score for organizations in this benchmark is 17 and is in the top 36% compared with the overall average.
How does Resources and Utilities APAC compare?
People in Resources & Utilities APAC were much more positive than average regarding Action and Diversity.
On the lower side, people in Resources & Utilities APAC had much lower favorable scores than average in Teamwork & Ownership, Enablement, and Your Manager.
People working in Resources & Utilities APAC are more engaged than Nonprofit Organization Management Europe, Hungary, Germany (200-500), and Turkey 1000+. People working in Resources & Utilities APAC are less engaged than Philippines 1000+, Technology, Science, Research (0-100), Asia, and Legal Services.
The highest scoring question for Resources & Utilities APAC had 89% of people agreeing that they know how their work contributes to the goals of %[Company]% (+0% compared to overall) while they were generally most positive about Diversity.
People in Resources & Utilities APAC 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 19% 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 APAC organizations.
1 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
2 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
3 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
How long do people stay?
In the short term, 20% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+0% 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
3%
6 months to less than 1 year
7%
1 to less than 2 years
20%
2 to less than 4 years
23%
4 to less than 6 years
9%
6 to less than 10 years
12%
Greater than 10 years
24%