The coronavirus pandemic has created uncertainty and instability that has the potential to exacerbate existing anxiety and depression, and contribute to the onset of new mental health problems.
Given this environment, understanding how to support people experiencing mental health issues is a pivotal part of guiding your team through these challenging times.
The Head of Operations People and Culture at the Black Dog Institute, Marian Spencer shares her tips for how you can spot the signs that a staff member might be going through mental health challenges, and what you can do to support them through it.
The COVID-19 pandemic has created challenges for employers, HR teams, managers, staff and volunteers across the NFP sector.
As we seek to support our community navigate these tough times, we’ve compiled a list of resources to help NFPs continue to attract, manage and retain your staff and volunteers at a time of incredible upheaval and challenges.
A new year – and hopefully a summer break – provides a great opportunity to reflect on the year that has been, as well as the year to come.
Looking ahead, the EthicalJobs.com.au team sees some evolving priorities for people and culture leaders at Australian Not-for-Profit organisations. Here’s a look at the top 5 trends we believe should gain your attention in 2019 as well as some tips to address them.
The new year is always a great time to start afresh, reevaluate the way you do things and set yourself up for success at work. That’s especially true when you work in the NFP sector, where (given the seriousness of what can go wrong) process and paperwork can be a particular burden.
But by February, a whopping 80 percent of resolutions will have failed. So what are you likely doing wrong – and, more importantly, how can you actually achieve your work goals this year?
Transitioning genders isn’t easy. But navigating the process in the workplace can feel even harder.
Research shows a significant correlation between the experience of domestic violence and reduced lifetime earnings. Some studies in the United States show a 25 per cent loss in income associated with abuse.
Does your organisation’s HR strategy have contributions and buy-in from your whole organisation? The idea of collecting feedback from every single team or department in your organisation to shape your HR strategy might sound like a colossal challenge – or even a waste of time. Yet this is exactly what youth cancer charity CanTeen has […]
On 1 August 2018, the Fair Work Commission’s ruling that anyone working under a modern award is entitled to five days’ unpaid leave if they are affected by domestic violence came into effect – a welcome development.
While this legislation is certainly a step in the right direction, does it go far enough? And how does this ruling affect your NFP?
Does your organisation sometimes base HR decisions on emotions, instincts or politics rather than data?
Every day, reams of data are created by your organisation that could help you make better people decisions. Decisions like: Who to hire? Who to promote? How to manage great staff or struggling staff? How to build high-performing teams?
But how do you turn all that data you’ve got – whether through CVs, staff surveys, or staff pay and performance data – into actionable insights? Here’s how.
HR policies may not be glamorous – and they are definitely the butt of endless jokes – but that doesn’t make them any less essential to a well-fuctioning organisation.
It does mean that writing or updating your organisation’s HR policies and procedures can easily slip to the bottom of your to-do list.
But not making time to look at your policies can cost you and your organisation, in both dollars and hours. So here are five tips to help you write more effective HR policies in your NFP.