Is working in the not for profit sector right for you?

Although this article is angled more towards those looking to move into the not for profit (NFP) sector, many of the ideas presented are also applicable if you are already working in the space.

So whether you're taking your first steps into aged care, disability or other NFP work, or you're already in the sector and seeking a leadership or specialised role, landing the right position requires preparation, strategy, and perseverance. These sectors offer more fulfilling career opportunities however it is important to understand that like any area of work, there are positive and negatives.

So we recognise that the NFP sector is not for everyone and, like other sectors, there are downsides to consider when deciding to enter the space or when looking to develop a long term career through a promotion.

Working in the not for profit sector offers unique rewards, but also comes with very real challenges. Whether you're new to aged care, disability support, or broader community services, or you've been working in NFP organisations for some time, it's worth stepping back to weigh up the full picture. This article explores what makes NFP work meaningful, what might test your resilience, and how to decide if it’s the right fit for your career.

What to consider when working in the not-for-profit sector

The not for profit (NFP) sector is known for purpose-driven work that directly impacts lives and communities. But it’s important to understand that these roles are not without challenges. From funding instability to emotionally demanding work environments, there are sector-specific pressures that can affect your job satisfaction and career growth if not planned for properly.

What makes the NFP sector different

Choosing to work in the not for profit sector means signing up for a workplace that looks and operates differently to the private sector. These differences can be both incredibly rewarding and occasionally frustrating, especially for professionals transitioning from corporate roles.

Some of the most common challenges include:

Lower salaries and fewer financial perks

Tight budgets often mean NFP roles pay less than private sector jobs. Bonuses and performance-based incentives are rare. While salary packaging options can increase take-home pay, they don’t always close the gap.

Funding uncertainty and job security

Many roles are tied to time-limited grants or government funding, leading to job insecurity or fixed-term contracts.

Resource limitations and stretched teams

Having to do more with less has been a NFP reality for many years and sadly, even in a wealthy nation such as Australia, there is always more demand for social services than there is supply. Small teams with big workloads does lead to burnout.

Additionally, employees may be expected to wear multiple hats (e.g., an HR manager may also oversee fundraising or policy) and access to technology, systems, and tools to alleviate work burdens can be limited again due to budget constraints.

Slow decision-making and heavy governanceBoards, committees, and multiple stakeholders are often more involved with day to day operational decision-making, leading to slow approval processes and with government funding comes a high level of governance and compliance overhead. These issues combined with the potential for terrible consequence for people receiving a service, can result in leadership being risk-averse, prioritising stability over innovation.

Emotional strain and burnout

A big challenge for sector employees is the downside of helping disadvantaged, vulnerable or high-needs communities is the concept of vicarious trauma leading to emotional burnout.

Employees may struggle with compassion fatigue, particularly in crisis response roles. Compassion fatigue is a real risk for those working closely with vulnerable populations. Without strong support systems, staff can experience long-term emotional fatigue.

Why people stay: purpose, values and opportunity

Despite these challenges, many professionals describe working in the not for profit sector as the most meaningful and fulfilling part of their career. The sense of purpose, connection, and community often outweighs the downsides. Here’s why the sector continues to attract and retain passionate professionals:

• Work with purpose

  Every role, whether frontline or behind-the-scenes, contributes to real impact. The NFP sector is about making a measurable difference in people’s lives. Unlike corporate roles, where success is measured in revenue, NFP workers see firsthand how their work changes lives.

  
  

• Higher job satisfaction

  Studies consistently show that NFP employees report greater workplace satisfaction, driven by alignment between personal and organisational values.

  
  

• Collaborative, values-based culture

  NFP teams are often made up of people who are compassionate, socially conscious, and community-minded. It’s a place where people tend to look out for each other.

  
  

• Diverse career paths

  While many roles involve direct care and specialised knowledge and experience, the NFP sector also requires professionals in HR, finance, IT, administration, and leadership, making it possible to transfer skills from other industries.

  
  

  Not only are the roles diverse but in general, the sector is positively predisposed to providing staff with exposure to different areas with employees gaining cross-functional experience. Additionally, leadership opportunities often arise earlier than they would in commercial settings.

  
  

• Workplace flexibility

  Many NFPs offer flexible working conditions and actively promote mental health and employee wellbeing—backed by genuine intent, not just policy.

  
  

• Salary packaging and tax benefits

  Most NFPs offer salary packaging, allowing employees to pay less tax and take home more pay. Benefits include meal and entertainment allowances, car leasing, and tax-free portions of income allowing employees in the NFP sector the potential to earn a similar net salary as their private-sector counterparts even if the base salary is slightly lower.

  
  

• Sector growth and stability

  With Australia's ageing population and growing demand for community services, opportunities in aged care, disability, and support work are only expected to grow.

  
  

• Advocacy and policy influence

  Many NFP roles offer a chance to be involved in systemic change, shaping public awareness, influencing policy, and contributing to national conversations.

How Anson Management Consulting can support your NFP journey

At Anson, we work exclusively with not for profit and care sector organisations across Western Australia. Our recruitment and HR specialists understand the unique needs of the sector, and we bring that insight into every candidate conversation.

Whether you're exploring a shift into community work or you're seeking a leadership role in a purpose-driven organisation, we can help you:

• Navigate role options aligned to your background and goals

• Strengthen your resume and cover letter for NFP roles

• Understand how to leverage your transferable skills

• Access opportunities that are often unlisted or relationship-based

• Get the guidance you need to build a long-term career in the sector

Read the Australian Charities and Not-for-profits Commission (ACNC) page on employment in the sector here.

Key points to take away

• The not for profit sector offers purpose, flexibility, and career growth—but isn’t without its challenges.

• Funding uncertainty, lower salaries and emotional fatigue are key factors to consider.

• For many, the chance to contribute to something bigger, alongside a values-driven team, makes it worthwhile.

• With the right support and strategic planning, building a career in the sector can be deeply rewarding.

  
  

Frequently asked questions

1. Is it hard to transition into the NFP sector from a corporate role?

Not necessarily. Many skills are transferable, especially in admin, HR, finance or leadership. Understanding the culture and values of the sector is key.

2. Do I need specific qualifications to work in the sector?

It depends on the role. While direct care and clinical roles require qualifications, many support and operations roles do not.

3. Can I still progress my career in the NFP space?

Yes. In fact, many NFPs provide early access to leadership opportunities and cross-functional experiences that accelerate career development.

Ready to take the next step?

Thinking about making a move into the NFP space, or ready to take the next step? Get in touch with our team to help map out your path.