When embarking on a job search journey, it’s essential to look beyond the salary and delve into the comprehensive benefits package offered by potential employers.

A diverse and inclusive workplace isn’t just a nice-to-have—it’s essential for fostering a positive and productive environment, especially in the membership bodies and associations sector, where strong values are a key driver of operations. While large corporations may have greater resources to implement extensive diversity strategies, membership organisations, often smaller in size and resource-limited, can still make a significant impact through focused, intentional steps. Prioritising diversity, equity, and inclusion (DE&I) within your organisation can lead to increased engagement, more innovative problem-solving, and a stronger sense of community within your team and association. By embracing these principles, your organisation can create a more welcoming environment for all employees and members. But how can associations create meaningful change with limited resources? Here’s how your organisation can develop a DE&I strategy that aligns with your values and fosters inclusivity:

As we approach 2025, keeping employees happy and engaged remains a critical priority for organisations across all sectors. A happy workforce is more productive, innovative, and loyal, and with the ongoing evolution of workplace dynamics, strategies that worked in 2024 must now adapt to meet the challenges ahead. This blog explores actionable strategies to ensure your employees remain satisfied, motivated, and ready to thrive in 2025.

Discover strategies for building an inclusive workplace with DE&I. Learn how to enhance decision-making, improve employee satisfaction, and attract diverse talent with the best recruitment agency in Sydney.

Through our close work with many organisations in the Membership Bodies & Associations sector, we’ve developed a strong understanding of the unique challenges these organisations face in balancing the drive for innovation with the reality of budget constraints. With multiple priorities to manage and often limited resources, we’re often asked: “How can we streamline processes and stay innovative without a complete overhaul or expensive technology upgrades?” The good news is that even with limited budgets, there are practical, cost-effective ways to simplify workflows, reduce time-consuming tasks, and drive innovation. Here are some strategies you can implement to boost efficiency and productivity in your organisation —all while keeping costs low.

At Lotus People, innovation is one of our core values. We embody a continuous improvement mindset, focusing on growth both as individuals and as a business. Our industry-leading tech stack is a cornerstone of our success, enhancing our productivity, streamlining recruitment processes, and enabling us to engage the best talent in the market. Here are some of the tech platforms we couldn’t live without:

Diversity, Equity & Inclusion (DEI) refers to the policies and practices aimed at creating a fair, welcoming, and respectful work environment where every individual has equal opportunities. A strong DEI policy is integral to enhancing employee satisfaction and well-being, increasing retention, and attracting top talent. Developing an inclusive hiring strategy is crucial not only for strengthening your employer brand from an ethical standpoint but also ensuring your organisation is able to attract and build a diverse and dynamic workforce. Below we’ve outlined six ways you can refine your organisation’s recruitment strategy to be more inclusive and create a thriving, diverse workplace.

You may have heard the term “Right to Disconnect” in the news recently, or mentioned on an episode of ABC’s ‘Q&A’, but what is it? And why is everyone talking about it suddenly? What exactly is the ‘Right to Disconnect’? The ‘right to disconnect’ has been making waves globally, and now Australia is catching up. Starting August 26, 2024 (for non-small business employers), eligible employees will have a legal ‘right to disconnect’ outside of their standard working hours. This means they can ignore work related calls, emails and messages once they’re off the clock, unless there is a good reason for them not to. The policy is about giving employees the power to set boundaries and to step away from work communications after hours without fearing negative consequences. So, when the workday is done, they can truly switch off.

Amongst moving offices, welcoming new faces, celebrating birthdays, engagements and a LP baby being born ( congrats again, Lana!), we are also marking 9 years since Lotus People was first set up! As the team and I celebrate a new office chapter, I am also taking some time to reflect on the last nine years. It’s been a journey filled with amazing people, tonnes of lessons , lots of personal growth and so. much. fun.  Nine years is a long time to do anything and it would be highly unusual if I hadn’t picked up some wisdom and lessons along the way. There has been much to navigate and learn, but let’s stick with 9 for now, for obvious reasons!