Latest from the NFP People Blog

Staff working from home? Why you should create a caregiver-friendly work culture

Many in our community provide often unseen informal care, with the majority of carers being female, over the age of 45. Many of these invisible informal carers are also juggling employment.

COVID-19 is an opportune time – NFP employers have a unique chance to protect the physical, emotional and financial well-being of their carer-employees through creating a carer-friendly work culture. 

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How to talk about money in a job interview

For many people, talking about money with strangers can be difficult or even embarrassing at the best of times. But when it comes to job interviews, salary is something that’s difficult to ignore.

So for roles where the salary isn’t set by the government, what’s the best way to address ‘the elephant in the room’ and have the money talk with potential recruits?

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How hiring and accommodating workers with autism can benefit NFP employers – and all of us

NFP organisations seek to super-charge their impact and achieve their missions by hiring talented people, yet many capable workers are overlooked because they have autism.

Why is it happening? Largely because autism is poorly understood and managers are ill-informed about how to accommodate affected workers.

Fortunately, research has provided us with many strategies to make workplaces more inclusive.

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Should your NFP have an employee code of conduct?

Every organisation has expectations of how their staff should behave at work. But without writing down those expectations, it’s easy for misunderstandings or differing expectations to form among your staff and volunteers.

To help avoid this, more NFPs are turning to a written employee code of conduct to provide clear expectations about what how staff should or shouldn’t behave at work.

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3 cognitive biases perpetuating racism at work – and how to overcome them

How is it possible that in a sector so dedicated to social justice and equity, descrimination and unequal outcomes for Indigenous Australians and people of colour persist?

When it comes to influencing our decisions and judgments around people, cognitive or unconscious bias is universally recognised to play a role in unequal outcomes.

So what can your organisation do?

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Planning your return to the office after working remote? What if employees don’t want to go back?

For many workers, working 100% remotely during most of 2020 has been hard. But as states and industries look towards fully reopening in a new post-Covid-19 world, new people challenges are starting to emerge.

As many as a quarter of Australian employees say they don’t want to return to their offices until they feel safer – or perhaps ever.

So how should your organisation address this potential challenge?

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What is ‘inclusion’ and how to be an inclusive leader for your team

NFP organisations have long focused on trying to make their workforces more diverse. But research shows that simply enhancing the representation of employees from diverse backgrounds is not enough. To fully tap into the positive outcomes of diversity, organisations need to focus on inclusion.

But what’s really meant by inclusion? Here’s how to be an inclusive leader for your team.

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Is the executive team at your NFP effective? These 5 questions can guide your organisation from good to great

The leadership of your NFP probably has an outsized influence on the success or failure of the whole organisation, and the impact you’re able to have.

When the stakes are so high, moving an organisation’s executive team from average to good – or from good to great – can make a huge difference to how successful the organisation as a whole is.

Their five questions can help make the leadership team in your NFP more effective and potentially transform the impact your organisation has.

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