Software Engineer Oceania July 2025
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, Information Technology & Services, Computer Software, Internet, Retail, Telecommunications, Banking, Broadcast Media, Gambling & Casinos, Higher Education
Reported gender breakdown
Male
78%
Female
22%
Non-Binary
0.22%
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.
67% of Software Engineer Oceania employees are engaged
This is in the bottom 40% compared with the overall average.
The median eNPS score for organizations in this benchmark is 9 and is the highest scoring group compared with the overall average.
How does Software Engineer Oceania compare?
People in Software Engineer Oceania were much more positive than average regarding Action, Feedback & Recognition, and Collaboration & Communication.
On the lower side, people in Software Engineer Oceania had much lower favorable scores than average in Equity, Company Performance, and Leadership.
People working in Software Engineer Oceania are as engaged as the overall average.
The highest scoring question for Software Engineer Oceania had 95% of people agreeing that they are able to arrange time out from work when they need to (+8% compared to overall) while they were generally most positive about Work & Life Blend.
People in Software Engineer Oceania were generally least favourable about Equity, and were most negative towards 'I believe that my total compensation is fair, relative to similar roles at %[Company]%' with 24% of people disagreeing (+4% above 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, 11% 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
1%
3 months to 6 months
3%
6 months to less than 1 year
7%
1 to less than 2 years
15%
2 to less than 4 years
36%
4 to less than 6 years
15%
6 to less than 10 years
13%
Greater than 10 years
10%