As an NFP leader, how confident are you that the people delivering your organisation’s mission are being paid what they’re entitled to? Underpayment is broad problem that affects hundreds of employers and around 250,000 underpaid Australian workers each year. Recognising the early warning signs and taking corrective action can help protect both staff and organisational integrity. Here’s where to start.
Hiring a new employee takes a lot of time and effort, which makes it all the more frustrating if a new hire resigns – around one in eight Australian employees resign during their probation period – or needs to be dismissed in their first few months in the role.
For smaller NFPs in particular, early turnover can unsettle team dynamics and add pressure to already stretched staff – impacts that are often avoidable with a structured probation process.
With 2026 underway, we’re kicking things off with a look at what the year ahead might hold for the NFP sector workforce. And yes, as you might expect, AI will continue to have an impact on the sector this year.
But it’s far from the only thing NFP leaders should be on the lookout for this year. Here are our four predictions for the workforce trends the NFP sector will see this year.
“Trust is built in drops and lost in buckets.”
These are the words of Didier Elzinga, CEO of Melbourne-based software firm Culture Amp, reflecting on his experience of navigating a difficult transition. Making staff layoffs can be a shock for any company, but the impact can be more profound in highly collaborative environments like the company Elzinga had built.
Here, Elzinga dispels some of the myths surrounding staff layoffs and shares his learnings on managing change, dealing with fear and more.
If 2024 isn’t the year that “AI will change everything”, what will this year hold when it comes to people, culture and work in Australia’s NFP sector?
Here’s a look at the top 5 trends the EthicalJobs.com.au team sees shaping recruitment, HR and P&C leaders and teams at Australian not-for-profit organisations over 2024:
Last month cybercriminals stole “highly sensitive documents like police checks, child support documents, pay negotiations, HR incidents, immigration sponsorship details, COVID vaccination credentials, tax file numbers, passports and licences” from employees of Pareto Phone, a supplier to many of Australia’s largest and most well-known NFPs.
With data breaches and cyberattacks on the rise, are you one of those employers who also doesn’t have appropriate systems to protect your employee information?
If so, we’re glad to be able to outline the key things that you should be doing today to protect your employee and volunteer data from cyber threats.
Leaders overlook internal promotions at their peril. In a Pew Research survey, 63% of respondents who left jobs in 2021 cited a lack of advancement opportunities as a reason. And a 2022 study by consulting company McKinsey noted that a lack of career development and advancement was the most common reason given for quitting a job. With that in mind, here are three ways NFPs can use career development to retain employees for longer.
Once you’ve hired great people, keeping them engaged isn’t always easy. But employee engagement is really worth focusing on. Here are the key steps for planning and running an effective engagement survey at your NFP.
One way organisations can avoid today’s so-called “Great Resignation” is to invest in building brands that are as compelling internally as they are externally. When leaders partner with marketing and human resources to explicitly align individual roles with an organisation’s inspiring brand purpose, organisations can transform an exodus of employees into an influx of talent.
Attracting and keeping top talent can be a challenge for not-for-profit organisations that can’t pay “the big bucks”. But often money isn’t the main benefit people are looking for.
Savvy NFPs can differentiate themselves and stand out as an employer of choice with better, more progressive leave policies that can help to support your team members at the challenging or important times in their lives.
Here are 12 different types of leave your organisation could consider offering.