Sophie Milliken MBE’s Post

We are excited to see a positive shift in the UK job market, with unemployment down to 4.2% in the last quarter.  In this time, we are proud to have contributed to the progress by helping 33 incredible individuals find meaningful careers in social housing, charities and HR.  Moxie's mission is simple yet powerful: transforming lives through the power of employment. And every career we help build, brings us one step closer to a more inclusive and thriving community.  But this is just the beginning for us, so if you’re seeking new opportunities in housing, HR or charity work, or know someone who is, please reach out to us or tag them in the comments. 👇 Let's build thriving workforces and communities together. 💪 #Employment #Unemployment #Recruitment #RecruitmentNews #Economy

Barnsley City Council are transforming local social care with Copilot for M365. As TSI, we internally have been learning lessons from their journey to help our own nonprofit customers succeed with their deployments. Key points from their journey are: **Innovative Integration**: Enhancing productivity across various departments, especially in children’s services and social care. **Transforming Social Care**: Social care professionals leverage Copilot to efficiently manage administrative tasks, allowing more time for crucial human interactions. **AI Augmentation**: Copilot assists in organizing visit notes, summarizing case files, and identifying major risk factors, complementing the expertise of social workers. **Empowering Staff**: With intuitive use and robust council support, staff members embrace Copilot, becoming “flight crew” champions to drive technology adoption. Full customer story - https://lnkd.in/egYGHeHx #Copilot #AI #Nonprofits #Charities Andrew Nagle Mark Byrne Mark O'Reilly, MBA James Hutchinson

📢 The Care Workers’ Charity Responds to the Launch of the New Workforce Strategy for Adult Social Care in England 📢 The Care Workers' Charity is pleased to respond to the launch of the new Workforce Strategy for Adult Social Care in England, led by kills for Care in collaboration with the sector. Karolina Gerlich, CEO of The Care Workers’ Charity, says: "This Workforce Strategy is an incredible achievement and marks a significant milestone in addressing both the immediate and long-term needs of the adult social care workforce. It has been great to be part of the steering group and working groups with colleagues across the care sector. We are pleased to see recommendations on increasing pay, promoting wellbeing, and investment in training, including training in technology which care workers have expressed a need for. It is encouraging to see a wide recognition of the central role of the care workforce and their skills, knowledge, and experience, and a commitment to increasing awareness of this vital profession. Care workers are dedicated and skilled professionals who provide essential services to those drawing on social care. They deserve recognition, respect, and pay levels that reflect the responsibilities of their roles. The new strategy includes promising plans for retaining experienced care workers, who are experts in their field, and a comprehensive framework for training and development, ensuring care workers feel valued and supported. We would have liked to see firmer plans on professionalisation for care workers with a professional body to support a sense of belonging and set professional standards. Nonetheless, this strategy can transform the public perception of care and care workers. It is an excellent starting point for future conversations on what the adult social care workforce needs to ensure the wellbeing of the workforce and those they support. We hope the new government will recognise the extensive work that has gone into consulting with people across the sector and work with care leaders and frontline care workers to implement this strategy as soon as possible.” #SkillsForCare #LetsTalkAboutCare #SocialCare #CareSector

Four key trends in nonprofit and NGO jobs for the year 2023: The most wanted profiles in the industry The shift towards flexible working arrangements The challenge of low pay in the charity sector The importance of diversity and inclusion. These trends reflect a focus on transparency, digital expansion, employee well-being, fair compensation, and diversity to drive positive change in the nonprofit sector. https://lnkd.in/g9P4GJcV

We're looking for a new Community and Events Fundraiser to join our team, here are some of the reasons you should apply: 1. It's 14 hours a week, leaving you time to shine in other areas of your life, this can also be worked flexibly across the week. 2. It can be term time only, your family comes first, spend time with them - not us! 3. We don't do individual targets, we take it as a team, we commiserate as a team and we definitely celebrate as a team! 4. The impact of your hard work is extremely clear, you'll see it first hand and witness our services changing lives 5. Our team is awesome, we highly value lived experience of sight loss, we work things out together, we learn, grow and make mistakes together and support each other wherever we're at in life/career journey. 6. Work where you want, you'll need to get around Oxfordshire, but if you thrive working on a bench by the river - go for it! 7. It won't always be easy, sometimes it can be emotionally draining, disappointing and down right frustrating but we get it! 8. Occasionally we meet outside, go for walks and step away from the machines - and we want to do more of this! 9. There are lots of opportunities for growth and career development, even in our small team! 10. Don't worry, you won't just be working with me! You'll work with incredibly talented and driven individuals such as: Joanna Waton, Margaret Hart, Andy Smith, Nathan Matthews-Tree, Devante Claridge, Artyom Zalutskiy, Andreas Findlow, Katie Foulk and more! Here's what we don't do: 1. We don't micro-manage - you're the expert, we'll support you to thrive, if you need us to tell you exactly what to do don't apply! 2. We don't do perks, sorry no 10% off at M&S, the perk is the purpose, the drive, the team work and your ability to create and shape this role in your own way. 3. We don't sell a sob story, yes sight loss is challenging, and society has a 101 barriers in our way, but we want to elevate individuals and highlight the positive impact of our work and the progress of peoples journeys. You can help us share this! If you love getting out into the community, raising funds and seeing social change then get in touch or follow the link below. https://lnkd.in/eXmj9Fy6 PS please share amongst your networks! #Hiring #Jobs #Oxfordshire #Fundraising #JoinTheMyVisionTeam

Spotlight on the Community Sector ⭐ A recent report has found that the community sector is a significant economic contributor, with 21,000 not-for-profit organisations delivering $7.4 billion of services across our state. 1 in 20 working West Australians are employed by the community sector, with 72,000 paid employees, around 80% of which are women. The sector also attracts 110,000 volunteers a year, leveraging an additional $489 million in equivalent wages. With the volunteer workforce included, the sector is the biggest employer in the State, dwarfing retail, mining, and manufacturing. However, under-funding is leaving sector workers on a financial knife-edge. Nearly 40% of frontline staff survive on less than $60,000 a year. Most jobs are part-time, caused by a combination of poor funding and persistent societal expectations for the mostly female workforce to manage caring duties at home. Compounding these issues, staff often choose to take on as much as 15% additional unpaid hours rather than leave vulnerable people unsupported. Funding has not kept up with the increased demand, especially since the outbreak of COVID and the subsequent cost-of-living crisis. Burnout for these essential workers is a huge issue, and wages are so bad that stories are emerging of sector staff lining up at Foodbank to put food on their dinner table. Executive director of Community Employers WA, Tim Grey-Smith, states that some political leaders believe that funding these services is a drain on government budgets, and often expect funding shortfalls to be made up by fundraising and philanthropy. Further, some politicians can stigmatize vulnerable members of our community as a blight on society, and undeserving of support. For both community sector workers and the vulnerable people they support, further government funding is needed. Source: https://lnkd.in/dHjNp-P7

The Chronicle of Philanthropy has a special issue covering 2024 trends in philanthropy, and this first article speaks to the ongoing staffing crisis across the nonprofit sector. The report highlights the following survey results that outline key strategies for retaining staff: * Raised salaries - 66% * Allowed hybrid or full-time remote work - 57.7% * Increased benefits, including health insurance and transportation - 40.9% * Gave one-time bonuses  - 39.3% * Provided diversity, equity, and inclusion training and strategies - 39.2% * Offered career advancement opportunities - 35.8% * Expanded mental-health benefits - 23.7% * Provided wellness programs, including 4-day workweek and retreats - 22.6% * Informed employees about Public Service Loan Forgiveness eligibility - 21.3% Source: National Council of Nonprofits https://lnkd.in/gNNHc25X

I was encouraged to see two articles in Future of Good exploring nonprofit workers' low job satisfaction, the most concerning finding from our "The Burden of Care Report". Shannon VanRaes's pieces are fantastic. https://lnkd.in/gdJPPzXY https://lnkd.in/gdv3rQu4 🔔 Among our most critical findings from the research, all of which were covered and further explored in the articles: - Workers in the nonprofit sector are at least 7% more likely to be dissatisfied with their jobs than those in the private or public sector (26% versus 19% for the private sector and 17% for the public sector). 📢 And among nonprofit workers: -First-generation Canadians are 11 percentage points more likely to be dissatisfied with their jobs (34% of first-generation Canadians versus 23% of third-generation Canadians). -Young workers in the nonprofit sector are twice as likely to be dissatisfied with their jobs than older workers (about 34% of those 18 to 34 versus 17% of those 50 to 64). -Workers with a disability are twice as likely to be dissatisfied with their jobs than those without (40% of those with the most significant limitations versus 18% of those with no limitations). -Women are 14 percentage points more likely to be dissatisfied with their jobs (31% versus 17%). Shannon's reporting adds nuance, stories, and potential solutions for our findings. The Burden of Care Report was published in collaboration with The Environics Institute for Survey Research, Future Skills Centre - Centre des Compétences futures, Diversity Institute Vinod Rajasekaran, Andrew Parkin, Pamela Uppal, Imagine Canada, Ontario Nonprofit Network Laura McDonough

The Burden of Care Report examines the perceptions of workers in the nonprofit sector. It found that people working in the nonprofit sector have a lower level of job satisfaction than people in the private and public sectors. Nonprofit workers in service occupations have the lowest level of job satisfaction with over 40% reporting that they are unsatisfied with their jobs. The report also includes findings on job precarity, part-time employment, and skills and training in the nonprofit sector. #nonprofitdata #HR #nonprofits

These are some startling, even scary numbers - but burying our heads in the sand is rarely a way to fix anything! Thank you Steven Ayer and survey partners The Environics Institute for Survey Research, Future Skills Centre - Centre des Compétences futures, and Diversity Institute for this important data. In a sector where we often tout words like "meaning" and "passion" when it comes to employee engagement, it is quite shocking to see that job dissatisfaction is so much higher than in the private sector. At the same time, those of us with experience in the sector know that low pay, difficult working conditions, structural and funding constraints, and the common "do more with less" attitude takes a real toll. Not to mention seeing first-hand the impacts of government policies, social issues, etc - we sometimes don't talk about the strain it puts on individuals to not be able to help, or to not see lasting change. There are most certainly factors at play here related to diversity and discrimination as well - points 2 and 5 make that crystal clear. I hope this report sparks some real and much-needed discussions. Considering there are a lot of intersections with mental health and engagement here, I'd be curious to see what Dave Whiteside, Ph.D's team at YMCA WorkWell would make of this report. Along with those supporting leaders and managers, like Lianne Picot, Kathy Archer, Janice Cunning.