In today’s tumultuous labor market, nonprofit organizations are finding that attracting and retaining top talent requires more than just a compelling mission. Becoming an “employer of choice” — a workplace that people actively seek out and aspire to work for — is no longer a luxury but a necessity. For nonprofit organizations, the advantages of this status go beyond staffing; they ripple throughout the organization, strengthening impact, sustainability, and community trust.
1. Attract and retain top talent
High-performing professionals are increasingly looking for meaningful work aligned with their values. As job seekers look for new opportunities across the sector, becoming an employer of choice positions your nonprofit as a destination for mission-driven talent. When you offer competitive compensation (including non-monetary benefits like flexibility, wellness programs, and career development), employees are more likely to stay — reducing costly turnover and ensuring continuity in your programs.
Louis Brier Home and Hospital – a long-term winner of the Nonprofit Employer of Choice Award – offers a robust employee referral program. When an employee refers a qualified individual for a valid position, and the person referred is hired as a regular full-time, part-time, or casual employee, a referral bonus of $200 is paid in one installment, after the new employee has maintained employment for 6 months. The referral bonus was increased to $1,000 for select ‘hard to fill’ positions!
This program has grown to be the organization’s largest source for new hires. More than 45% of employees are hired through the employee referral program.
2. Strengthen organizational culture
An employer of choice invests in a healthy, inclusive, and empowering workplace culture. Prioritizing employee voice, psychological safety, and shared leadership can result in a more innovative and collaborative environment. In turn, this strengthens mission effectiveness, as engaged employees are more committed to outcomes and problem-solving.
3. Increase operational effectiveness
Organizations with a stable, motivated workforce are better positioned to deliver consistent, high-quality services. When staff aren’t distracted by job insecurity or burnout, they can focus on delivering results. Additionally, reputational gains from being an employer of choice can attract new funders, board members, and community partnerships.
4. Enhance equity and inclusion
Nonprofits that lead with equity — offering fair wages, advancement opportunities, and supportive policies — are more likely to reflect and serve their communities effectively. Becoming an employer of choice often involves dismantling systemic barriers within your HR practices, which contributes to a more just and inclusive sector overall.
Blue Door – a two-time winner of the Nonprofit Employer of Choice award - offered staff the opportunity to enroll in the Indigenous Canada course, a program offered by the University of Alberta. This course is a significant step in raising awareness and understanding of Indigenous culture and history amongst the team. They believe that supporting staff's engagement with Indigenous culture is not only enriching on a personal level but also vital for creating an inclusive and respectful workplace.
Blue Door has also engaged experienced consultants to conduct an Anti-Racism and Anti-Oppression (ARAO) review. This comprehensive assessment identified gaps and areas for improvement, enabling them to take targeted actions to address systemic issues.
5. Reinforce mission and brand integrity
Staff are the most visible ambassadors of your nonprofit’s mission. When they feel supported, valued, and proud of their work environment, that passion is contagious. It shows in donor communications, stakeholder interactions, and community engagement. A strong employer brand enhances your public image, reinforcing trust in your mission.
6. Future-proof the organization
As demographics, expectations, and the labor market continue to evolve, being an employer of choice positions nonprofits to adapt more quickly. Organizations that focus on employee well-being can pivot in response to external pressures and maintain operational integrity, especially during times of change.
Conclusion
The benefits of becoming a nonprofit employer of choice go far beyond internal HR metrics. They shape how effectively your organization can live out its mission, grow sustainably, and contribute to systemic change. By prioritizing employee experience as a strategic asset, nonprofits not only build stronger teams — they build a stronger, more resilient sector.
For more information on the Canadian Nonprofit Employer of Choice award program, go to www.neoc.ca. Or contact:
Jeff Doran – President CCEOC Inc
jdoran@ccemployerofchoice.com
416.886.7007
Mary Singleton – NEOC Program Manager
mary@hilborn.com
416.267.1287
