S&P 500 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
Financial Services, Internet, Utilities, Aviation & Aerospace, Biotechnology, Computer Networking, Entertainment, Information Services, Information Technology & Services, Insurance
Most represented regions in this benchmark
Northern America
61%
Europe
12%
APAC
12%
Asia
11%
Latin America
3%
Reported gender breakdown
Male
66%
Female
34%
Non-Binary
0.11%
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 SandP 500 employees are engaged
This is in the top 40% compared with other industries.
The median eNPS score for organizations in this benchmark is 26 and is in the top 6% compared with other industries.
How does SandP 500 compare?
People in S&P 500 were much more positive than average regarding Feedback & Recognition and Alignment & Involvement.
On the lower side, people in S&P 500 had much lower favorable scores than average in Enablement, Company Performance, and Learning & Development.
People working in S&P 500 are as engaged as other industries.
The highest scoring question for S&P 500 had 90% of people agreeing that their manager genuinely cares about their wellbeing (+3% compared to overall) while they were generally most positive about Management.
People in S&P 500 were generally least favourable about Action, and were most negative towards 'I rarely think about looking for a job at another company' with 20% of people disagreeing (+0% above average).
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, 8% of people see themselves leaving within two years (-2% 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
7%
1 to less than 2 years
13%
2 to less than 4 years
27%
4 to less than 6 years
12%
6 to less than 10 years
14%
Greater than 10 years
21%