Resources & Utilities North America July 2026
~0.9m
Questions answered
over 12 months- /
~95
Organizations
These insights represent ~0.9m questions answered from ~95 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
Renewables & Environment, Utilities, Environmental Services, Mining & Metals, Oil & Energy, Industrial Automation
Reported gender breakdown
Male
68%
Female
32%
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.
74% of Resources and Utilities North America employees are engaged
This is in the top 42% compared with the overall average.
The median eNPS score for organizations in this benchmark is 24 and is in the top 17% compared with the overall average.
How does Resources and Utilities North America compare?
People in Resources & Utilities North America were much more positive than average regarding Engagement, Inclusion, and Growth.
On the lower side, people in Resources & Utilities North America had much lower favorable scores than average in Equity and Enablement.
People working in Resources & Utilities North America are more engaged than Management Consulting United Kingdom, Management Consulting Europe, Information Technology & Services Germany, and Consulting & Staffing United Kingdom. People working in Resources & Utilities North America are less engaged than Professional Services South Asia, Professional Services India, Mexico > 5000, and Banking North America.
The highest scoring question for Resources & Utilities North America 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 Growth.
People in Resources & Utilities North America 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 18% of people disagreeing (+1% 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 North America organizations.
1 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
2 I believe there are good career opportunities for me at %[Company]% | Learning & Development |
3 I receive appropriate recognition for good work at %[Company]% | Feedback & Recognition |
How long do people stay?
In the short term, 18% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-1% compared to overall) while on a longer time frame, 7% of people see themselves leaving within two years (-3% 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
6%
1 to less than 2 years
15%
2 to less than 4 years
25%
4 to less than 6 years
12%
6 to less than 10 years
15%
Greater than 10 years
20%
Solutions
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