Staffing & Human Resources
For too long, nonprofits have desired to make social impact while often neglecting to center diversity, equity, inclusion and belonging for their staff. But as our national conversation about the impact of race in every facet of America continues, employees are seeking inclusive workplaces that allow for them to show up authentically, bringing their passions and desire to make a social impact into their day-to-day work.
Despite the initial awkwardness, succession planning is an important topic for tax-exempt organization boards to discuss. It is a risk-management process and one that often gets overlooked until it is too late and an immediate need arises.
You cannot generate a consistent flow of dollars without an experienced and dynamic resource development staff. Unfortunately, for many of us in the profession, keeping qualified and trained development officers is easier said than done.
It’s important for employers to know what prospective and current employees want in a nonprofit organization. To remain competitive in today’s market for talent, nonprofit employers would benefit from taking this opportunity to reimagine their employee value proposition with these talent attraction strategies.
Should the next generation go into the nonprofit industry to make a social impact? Or, are there ample opportunities within corporations, social enterprises, and developing small business and actively engaging in philanthropy for the next generations?
Nonprofits tend to make do until a clear, and feasible, alternative presents itself. This and other unique challenges can hinder our efforts when we are working to build a more equitable workplace.
New research shows nonprofit worker participation in organization 403(b) employer retirement plans continued its upward trajectory in the midst of the pandemic.
Nonprofit leadership across the country should be chomping at the bit to attract motivated, purpose-driven candidates among the millions searching to hit the reset button on their careers in search of a more meaningful path. Here are the three steps nonprofits must take advantage of during the Great Resignation...
Follow these steps to adapt operations and maintain organizational culture within a remote or hybrid work environment. After all, retaining, attracting and inspiring talent will allow your nonprofit to continue your mission when your community needs you most...
What nonprofit leaders need is a "people’s strategic plan," a clear and consistent framework and set of measurable actions to invest in their people and culture. Just like organizations have a strategic plan to achieve financial and programmatic goals, they need a roadmap to invest in talent development, too...