NSPCC reviews about "salary"

- Equality, diversity and inclusion are big in the org strategy, but it’s not clear whether this is being implemented properly within teams. I left my job because I was facing indirect discrimination but my concerns were dismissed. - The working culture can feel quite corporate and serious - Work-life balance is not great - They lag behind other charities in attitudes to flexible working. E.g. there are no core hours, and there’s an expectation that your life outside of work shouldn’t impact your productivity or ability to manage your time workload, even if you’re facing significant health issues.

- Once in a role it can be difficult to gain any progression in terms of salary, even if your role significantly changes during the period in the same role. It means that people often want to move roles after a year or so, which then creates a retention issue when there isn't always a place for them to go. It would be great to be rewarded for being amazing at your role whilst in that role, to encourage people to stay and grow in their roles - Some senior management are deeply uninspiring, don't embody the values that NSPCC strive for, and frankly, some are utterly unqualified for the roles they have been given. The CEO and other senior leaders feel out of touch with the experience of their staff and volunteers. I found the Directors of Services, People and Strategy and Knowledge, as well as the regional team leadership to be much more inspiring, personable and really lived NSPCC values. - I fear that complaints against senior staff are dismissed and not escalated as they should be, particularly in the case of one person who has been the reason multiple (brilliantly talented) people have left one team. - The lack of diversity at Executive Board level is still hugely disappointing, especially when there is much broader diversity in more junior levels. While I've been at the NSPCC there have been numerous opportunities to address this, and sadly it just hasn't happened.

Salary is not competitive for local authority social workers.

Salary isn’t great as I mentioned. Gets better after junior management(grade 4) level. Quite ‘high school’ culture with younger colleagues. Have witnessed catty remarks and lots of gossiping which upsets some. Risk of looking unprofessional as work and personal life boundaries often not in place. Heavy drinking culture (but this has improved over the last year or so).

- Restructure & redundancies - Lack of guidance - Low salary for the work

Through the recent redundancies, not been given the care and respect staff deserve. Poor communication and organisation throughout the redundancy period. Many staff being made redundant and the CEO has one of the highest salaries across leading UK charities

Salaries are low in some cases, but there is an acknowledgement of that and an attempt to ensure salary progression.