Employee engagement isn’t a uniform experience and new research reveals just how differently it plays out across generations, genders, and sectors within the UK public workforce.

Colin Hodgson, Commercial Director at Reward Gateway | Edenred, explains, “Our Public Sector Engagement report highlights a clear need for personalised engagement within the public sector. We cannot take a ‘one-size-fits-all’ approach when the workforce is made up of many different people, with different needs, experiences and requirements that vary depending on their role, sector, age and gender. Whether this is by offering a range of benefits, or even making appreciation an everyday act, it’s important HR and People teams make consistent, visible efforts to engage their workforce, regardless of who it’s made up of.”

Generational divides: age and career stage

Engagement looks very different depending on where people are in their career journey.

Younger workers (18–34) are the most optimistic, with 81% finding engagement efforts meaningful, which is far above the overall average of 51%.

Mid-career employees (35–54) appear the most disillusioned, with just 38% saying they feel supported to do their best work, compared to 55% of those aged 25–34.

Older workers (55+) risk being overlooked: only 29% feel their organisation supports their performance.

These figures suggest that engagement efforts may taper off as careers progress which is a potential warning sign for retention and motivation in mid- and late-career professionals.

Gender gaps in support and recognition

The research also highlights a clear gender divide in emotional wellbeing and access to support.

Women report higher emotional strain: 50% experience burnout compared to 37% of men. 55% of women say appreciation is “very important,” versus 43% of men. Women also place greater value on team connection and emotional support, yet are less likely to feel supported by leadership. In contrast, 49% of men say their organisation helps them perform well, compared with just 37% of women, revealing a gap not only in experience but also in perception of support.

Engagement varies sharply between sectors, with frontline and education employees showing the highest signs of strain.

Emergency and frontline services report acute workforce pressure:

• 74% cite increased workloads (vs 55% across the wider public sector)
• 68% report understaffing
• 64% report emotional burnout
• Just 26% find engagement efforts meaningful

In education, only 13% of employees say they feel engaged with their organisation. Many cite heavy workloads and challenging working conditions as reasons for leaving, despite their strong commitment to students.

By contrast, central government employees show stronger engagement:

• 75% say engagement efforts are meaningful
• 33% prioritise development opportunities. This is higher than any other public sector group

One public sector, many realities

The data paints a picture of a workforce united by purpose but divided by experience. Age, gender, and sector all shape how people connect with their work and how valued they feel.

As Colin Hodgson concludes, true engagement means recognising those differences. “By tailoring recognition, support and communication to each group’s unique needs, public sector organisations can create an environment where everyone feels seen, supported and motivated, no matter who they are or where they work.”