A new survey of 1,033 Aboriginal and/or Torres Strait Islander workers across Australia reveals some shocking realities about experiences of racism, the lack of cultural safety and ‘identity strain’ experienced by Indigenous people in Australian workplaces.
Only a quarter of survey participants said they worked in organisations they felt were authentically committed to change – acting, rather than simply saying they were committed to act.
Drawing from the report’s recommendations, here are 10 key actions NFP organisations can take to improve workplace inclusion for indigenous staff, starting today.
Finding great staff and volunteers might be the most impactful activity your organisation does – because it multiplies the impact of all your other work. But recruiting can be incredibly time consuming – especially when you’re not using the right tools.
Here are five ways an AMS could make your life easier, and improve the recruitment process at your NFP.
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.
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?
People often debate what makes a great leader.
Recent research finds that leaders who can focus equally on results and people achieve the best results. That’s because they manage to do five things that few other leaders are able to accomplish.
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.
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.
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?
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?
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.