Diversity scores 7.91 out of 10 in CultureMonkey's 2026 benchmark, 17th of 22 engagement drivers, with a 0.17 correlation to eNPS (19th strongest of 22).
Industries, regions and company sizes appear here only when they have at least 3 companies for Diversity, so this page can list fewer than the parent's segment tables. Industry rankings cover the 14 industries with a full driver breakdown.
Diversity has the fewest survey answers of all 22 drivers (~17,000), so treat these figures as indicative.
See employee engagement by region and by company size.
Next in the ranking: Communication ranks just above Diversity, and Growth & Development just below.
A Diversity score of 8.51 or higher puts a company in the top quartile of CultureMonkey's 2026 benchmark. The all-company Diversity score is 7.91 out of 10, 17th of 22 drivers.
Diversity has a 0.17 correlation with eNPS, 19th strongest of the 22 drivers and a weak link on CultureMonkey's scale (below 0.35 is weak). It measures how closely the two move together across benchmark segments and does not prove that one causes the other.
Whether people of different backgrounds are represented and heard. That is how CultureMonkey defines Diversity, one of 22 engagement drivers scored from 0 to 10.
Of the regions with enough answers to report, North America scores highest on Diversity at 8.40 and APAC lowest at 8.04.
Only mid-market companies (500 to 1,999 employees) have enough Diversity answers to report, at 7.98. The all-company Diversity score is 7.91 out of 10.
Diversity ranks 17th of 22 engagement drivers on score at 7.91, below Communication (7.94) and above Growth & Development (7.89). On its link to eNPS it ranks 19th of 22.
Across CultureMonkey's 2026 benchmark, the average Diversity score is 7.91 out of 10, based on ~17,000 survey answers. It is the mean of company-level Diversity scores.
Diversity scores 7.91 out of 10 across all companies, 17th of 22 on score. Compare your own Diversity score against the CultureMonkey Employee Engagement Benchmarks, built on Q3 2026 data, then turn the gaps into an action plan your managers can run.
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