For NFPs, the decision to use a recruiter can be a difficult one. While they can open doors and save time, they are very expensive – up to 20 percent of the first year’s salary for the role you’re recruiting. So if you decide to go down that path, you need to ensure you’re doing it for the right reasons, and you’re going into it with your eyes wide open.
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.
Change can often make people feel stressed and uncertain of where they stand, which can lead to dissatisfaction, low morale, increased absenteeism and presenteeism – and, eventually, high staff turnover. It’s an issue that affects many organisations, with change often being a constant in NFPs. So how can you ensure your organisation can keep your staff on […]
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.
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.
More than six years ago the Australian Human Rights Commission launched the “Racism. It Stops with Me” campaign under then Race Discrimination Commissioner Dr Tim Soutphommasane. Since then more than 400 organisations have pledged their commitment to anti-racism.
Spurred into action by the global #MeToo movement, the Australian Human Rights Commission (AHRC) has announced a national inquiry into sexual harassment in Australian workplaces.
Sex Discrimination Commissioner Kate Jenkins says the global conversation about sexual harassment and the #MeToo movement has exposed the true prevalence of the problem and the harm it causes to individuals, workplaces and society.
You may well have missed it, but in December 2022 changes to the federal Sex Discrimination Act came into affect. The legal changes have been made to better protect workers from sexual harassment and other forms of sex discrimination, harassment, and unfair treatment in the workplace, and they impose some significant new responsibilities on every Australian employer, including every NFP organisation.
These are the seven new standards that the Commission expects all organisations to satisfy the positive duty under the Sex Discrimination Act, plus some advice on what to do next to make sure your organisation is compliant.
Multiple sexual assault and sexual harassment complaints from workers and staffers at Parliament House in Canberra this year have been a cautionary tale for many organisations on how not to handle a serious workplace incident.
Here are 14 best-practice recommendations drawn from the Foster report that can help to improve your organisation’s response should a serious work place incident occur in your workplace.