Objective:

The aim of this analysis was to examine the impact of gender, region, and tenure on employee engagement scores. The results will help the company understand how different factors affect engagement and enable the design of targeted strategies for improving engagement across various employee groups.

Methodology:

Data Collection:
Engagement scores were gathered from employees categorized by gender, region, and tenure.

Example Data Breakdown:

Gender: Male, Female
Region: US, EU, Asia
Tenure: 0-2 years, 2-5 years, 5+ years

Statistical Test:

A One-Way ANOVA was performed to test for significant differences in engagement scores based on gender , region , and tenure.

Key Findings:

Gender:
p-value: 0.0135
There is a statistically significant difference in engagement scores between male and female employees.

Gender	Engagement Score (Mean)
Male	72.57
Female	83.57

Region:
p-value: 0.0076
Engagement scores differ significantly across regions (US, EU, and Asia).

Region	Engagement Score (Mean)
US	75.00
EU	80.33
Asia	78.00

Tenure:
p-value: 0.0076
Engagement scores differ based on employee tenure, with employees in the 2-5 years and 5+ years categories showing higher engagement than those in the 0-2 years group.

Tenure	Engagement Score (Mean)
0-2	72.00
2-5	78.00
5+	80.67

Insightful Takeaway:

By Gender:
There is a significant difference in engagement between male and female employees. Female employees have higher engagement scores on average. This insight may suggest the need for tailored engagement strategies for each gender to foster greater participation and satisfaction.
By Region:
Engagement varies significantly across regions. Employees in the EU reported the highest engagement, followed by Asia and the US. Understanding regional differences can help in designing engagement initiatives that cater to specific regional needs.
By Tenure:
Tenure has a clear influence on engagement levels, with employees who have been with the company longer showing higher engagement scores. Companies should focus on strengthening engagement programs for newer employees to increase long-term satisfaction and retention.

Next Steps:

Tailored Engagement Strategies: Develop gender- and region-specific programs to address the needs of different employee groups.
Focus on Tenure-Based Initiatives: Implement initiatives that increase engagement for new hires, particularly in the 0-2 year tenure group, while maintaining the high engagement levels of long-tenured employees.