How to Tackle Your Fear of Public Speaking and Nail That Presentation

So, you’ve made it to the final round of interviews for your dream fundraising role – well done! But there’s a catch: the last hurdle involves delivering a presentation. For some, this might be a walk in the park, but if the mere thought of standing in front of an audience sends shivers down your spine, you’re not alone. Glossophobia, or the fear of public speaking, affects a whopping 77% of people. The good news? You don’t need to eliminate your fear entirely to succeed. You just need to manage it. And with the right preparation, you can turn that nervous energy into a confident performance.

Here’s how to take control of your fear and deliver a presentation that leaves a lasting impression.

Preparation is Your Secret Weapon

Let’s start with the obvious: preparation is key. The more prepared you are, the less room there is for fear to take over. But preparation isn’t just about memorising your slides – it’s about knowing your material inside out, anticipating questions, and rehearsing until it feels second nature.

• Practice, Practice, Practice: Run through your presentation multiple times. Record yourself speaking and watch it back. Notice where you stumble, rush, or lose your flow. Apps like Orai can help you refine your delivery by analysing your speech patterns.

• Rehearse with an Audience: Enlist a friend or colleague to listen to your presentation. Ask them to throw tough questions your way or act as an indifferent audience. This will help you build resilience and adapt to different reactions.

• Plan for the Worst: Imagine the toughest scenarios – technical glitches, tricky questions, or a blank mind mid-sentence. By preparing for these moments, you’ll feel more in control when it’s showtime.

And don’t forget the logistics! Test your equipment beforehand, whether it’s the microphone, slides, or clicker. The last thing you need is to fumble with tech when you should be focusing on your delivery.

Know Your Stuff Inside Out

Confidence comes from knowledge. Dive deep into your topic, exploring not just the main points but also alternative perspectives and potential criticisms. The more you know, the more confident you’ll feel.

• Stay Current: Incorporate the latest research, statistics, or case studies to back up your points. This not only strengthens your argument but also shows your audience that you’re well-informed.

• Add a Personal Touch: Share anecdotes or unique examples that make your presentation memorable. A well-placed story can humanise your content and help you connect with your audience.

Start Small: Build Confidence Gradually

If the thought of speaking in front of a crowd feels overwhelming, start small. Practice in front of a trusted friend or colleague who can give you constructive feedback. This approach, rooted in exposure therapy, helps you confront your fear in a safe environment.

When you’re delivering your presentation, imagine you’re speaking directly to that one person. It’s a simple trick that can make a big difference in calming your nerves.

Embrace the Power of the Pause

One of the most underrated tools in public speaking is the pause. It might feel counterintuitive, but a well-timed silence can add weight to your words and give you a moment to collect your thoughts.

• Use Pauses Strategically: After making a key point or asking a question, pause for a few seconds. This gives your audience time to absorb what you’ve said and helps you avoid rushing through your material.

• Don’t Fear Silence: If your mind goes blank, take a deep breath and pause. What feels like an eternity to you is often just a few seconds to your audience. Use the moment to regroup and continue with confidence.

Visualise Success

Your mindset plays a huge role in how you perform. Instead of imagining everything that could go wrong, visualise everything going right. Picture yourself delivering your presentation with confidence, the panel nodding in agreement, and your audience engaged.

Focus on the positive reactions in the room – the smiles, the nods, the attentive faces. This will help you stay calm and connected to your audience.

Focus on Your Message, Not Your Fear

It’s easy to get caught up in how you’re coming across – your tone, your body language, your pace. But ultimately, your audience cares about what you’re saying, not how you’re saying it.

• Keep It Simple: Focus on a few core messages you want your audience to take away. If they leave with a clear understanding of your key points, you’ve done your job.

• Be Authentic: Audiences respond to honesty and passion. If you genuinely believe in what you’re saying, they’ll forgive the occasional stumble or pause.

Final Thoughts

Public speaking is a skill, not a talent. And like any skill, it improves with practice. The fear might never completely disappear, but with the right preparation and mindset, you can learn to manage it and even use it to your advantage.

So, take a deep breath, trust in your preparation, and remember: you’ve got this. That dream fundraising role is within reach – and your presentation could be the thing that seals the deal.

Fundraising Salaries vs Job Titles Since 2017 – How Have Things Changed?

Fundraising Salaries vs Job Titles Since 2017 – How Have Things Changed?

We’ve often wondered whether there’s any real logic behind job titles in the charity sector. One organisation’s ‘Head of’ can be another’s ‘Senior Executive’. And a job simply labelled ‘Fundraiser’ can come with a salary anywhere between £25k and £50k, depending on where you look.

Although it would be lovely to live in a world where job titles don’t matter, the reality is they do. Plenty of people have turned down roles because they were advertised as ‘Manager’ rather than ‘Head of’—even when the responsibilities were identical. That got us thinking: over the years, how have salaries changed at different job levels? And how do these shifts hold up against inflation?

For simplicity's sake, we’ve focused on Greater London-based roles, advertised directly by charities across three charity job boards. We’ve tracked salaries across three years—2017, 2022, and 2024. It’s not an exact science, but we’ve tried to iron out anomalies by removing job titles with very few adverts, using the upper end of salary ranges, and discounting extreme highs and lows to create a truncated mean.

Details on each job title tracked and the mean salary for each year in the table below...

The Results: Winners and Losers

Senior Roles Holding Their Value (Just About)

One thing is clear: senior fundraising roles have fared better than junior and mid-level ones when it comes to salary growth. If you’re a ‘Head of’ something, your average salary has risen by 20.3% since 2017, from £51,666 to £62,142. That sounds impressive—until you adjust for inflation. In real terms, this increase is much more modest, suggesting that while these roles have seen nominal salary growth, they are largely just keeping pace with rising costs rather than offering any meaningful uplift.

Junior Roles Falling Behind

For Assistants, things have gone the other way. Their salaries have actually fallen by 3.2% over seven years. In 2017, they could expect to earn £23,714; today, that’s dropped to £22,945. Adjusting for inflation, the real-terms loss is much higher—Assistants today are earning significantly less spending power than their counterparts seven years ago.

Similarly, Co-ordinators have seen a 2.5% decline, with salaries slipping from £28,250 to £27,541. Once inflation is factored in, that’s a fairly significant pay cut in real terms.

It raises an important question: are entry-level fundraisers being undervalued? And if so, is that contributing to the talent retention issues many charities are struggling with?

Mid-Level Fundraisers: A Bumpy Ride

The story for Fundraisers and Executives is a mixed bag. Executive salaries dropped by 7.3% between 2017 and 2022 before rebounding slightly in 2024, but they’re still down 3.7% overall. Factor in inflation, and the real-term earnings gap is even wider.

Fundraisers initially saw a pay rise of 5.3% between 2017 and 2022, but this was wiped out by an 8.3% drop in the last two years. That means Fundraisers today are taking home less (both in real and nominal terms) than they were in 2017.

It’s a turbulent picture, and one that suggests mid-level fundraisers haven’t been able to rely on steady salary growth. If anything, real-term wages have declined.

So, What’s Driving These Changes?

A few key factors could be at play:

• A shifting job market – Fundraising is increasingly competitive, and some charities may be funnelling budgets into senior leadership roles at the expense of junior ones.

• Inflation vs salary growth – While some salaries appear to have risen, the reality is that inflation has outpaced these increases, eroding real-terms earnings.

• Skills shortages at the top – The demand for experienced fundraisers (particularly those managing teams) means senior salaries are rising, even if only to maintain value against inflation.

What Next?

The data suggests that if you’re in a senior fundraising role, your earnings have broadly kept pace with inflation—but not significantly grown. Meanwhile, if you’re earlier in your career, your salary has likely lost real-term value over time. If charities want to attract and retain talent, they may need to rethink their approach to salary progression—especially for those at the start of their fundraising careers.

What do you think? Have these salary trends been reflected in your own experience? If you’re wondering how to position yourself for the best pay opportunities, we’d love to chat.

Looking for a Fundraiser?

We can help you make an impact. Call us on 020 3880 6655 or email contactus@ferntalent.com to get started.

Year Job Title Salary 2024 Assistant £22,945.00 2022 Assistant £23,022.50 2017 Assistant £23,714.00 2024 Co-ordinator £27,541.00 2022 Co-ordinator £27,647.90 2017 Co-ordinator £28,250.00 2024 Officer £35,412.00 2022 Officer £30,073.60 2017 Officer £29,261.00 2024 Fundraiser £30,154.00 2022 Fundraiser £32,865.60 2017 Fundraiser £31,200.00 2024 Executive £30,486.00 2022 Executive £29,366.45 2017 Executive £31,666.00 2024 Senior Executive £37,451.00 2022 Senior Executive £37,277.17 2017 Senior Executive £32,611.00 2024 Senior Officer £37,153.00 2022 Senior Officer £34,609.09 2017 Senior Officer £34,561.00 2024 Manager £43,124.00 2022 Manager £40,088.50 2017 Manager £38,372.00 2024 Senior Manager £49,265.00 2022 Senior Manager £49,256.64 2017 Senior Manager £41,444.00 2024 Lead £60,152.00 2022 Lead £57,909.09 2017 Lead £44,734.00 2024 Head of £62,142.00 2022 Head of £57,550.00 2017 Head of £51,666.00 2024 Director £88,561.00 2022 Director £82,076.92 2017 Director £62,821.00

How to Get Past the Robots and Get Your CV Seen

How to Get Past the Robots and Get Your CV Seen

Before a human even glances at your job application, chances are it’s already been scanned, sorted, and—if it doesn’t tick the right boxes—discarded by a machine.

It’s not personal. It’s just how recruitment works now.

Most employers use applicant tracking systems (ATS) to sift through CVs before a real person sees them. These systems are designed to spot relevant experience and filter out anything that doesn’t match up. It’s efficient, but it also means a strong candidate can get overlooked if their CV isn’t ATS-friendly. Here’s how to make sure yours makes it through.

Speak the Same Language

An ATS isn’t reading your CV like a human would. It’s scanning for keywords—specific skills, qualifications, and experience pulled straight from the job description. If a role asks for “major donor fundraising experience” and your CV says you’ve “raised significant funds for charity,” the system might not connect the dots.

Use the exact terms from the job advert where you can. If the role specifies “CRM experience,” be clear about which systems you’ve used—Salesforce, Raiser's Edge, whatever applies. And while a quirky CV layout might catch a hiring manager’s eye, ATS software isn’t impressed. Stick to standard section headings like “Work Experience,” “Education,” and “Key Skills” so nothing important gets lost in translation.

Keep It Clean and Simple

A well-designed CV might stand out to a human, but to an ATS, too much formatting is a problem. Fancy fonts, graphics, tables, and text boxes can make key information unreadable. Even headers and footers can trip up some systems.

The safest option? A straightforward, well-structured Word document—unless the job posting specifically asks for a PDF. And double-check your spelling. A recruiter might overlook a typo, but an ATS won’t.

Get the Balance Right

Yes, your CV needs to be optimised for ATS software, but don’t forget the real audience: the hiring manager. A document crammed with repeated keywords will feel clunky when it finally reaches a human. The key is balance—include the right phrases without making it read like you’re gaming the system.

There’s no magic formula, but a clear, well-written CV that speaks the same language as the job description will give you the best chance of making it past the robots and onto a hiring manager’s desk. And that’s the whole point, isn’t it?

Need a second opinion on your CV? We can help.

📞 Call us: 0203 880 6655
📧 Email us: contactus@fern.com

Menopause at Work: What Every Charity Leader Needs to Know

Menopause has long been a workplace issue that’s been brushed under the carpet, but the latest guidance from the Equality and Human Rights Commission (EHRC) makes it clear: employers must take it seriously.

The new guidance follows a recent Employment Tribunal ruling, which confirmed that severe menopausal symptoms can be classed as a disability under the Equality Act 2010. This means organisations—including charities—have a legal duty to support affected staff.

So, what does that actually mean for your workplace? And how do you ensure your policies, culture, and leadership are up to scratch?

Menopause: A Quick Refresher

For those who’ve never given menopause much thought, here’s the short version.

Menopause happens when a woman’s body stops producing the hormones oestrogen and progesterone, leading to the end of menstrual cycles. It usually occurs between the ages of 45 and 55, though for some, it happens much earlier. The years leading up to menopause—known as perimenopause—can be filled with a chaotic mix of symptoms: hot flushes, brain fog, exhaustion, anxiety, insomnia, joint pain, mood swings, and more.

For some, it’s a minor inconvenience. For others, it can be completely life-altering—affecting work, confidence, and mental health.

Yet, despite the fact that almost half the population will experience menopause, it’s still largely ignored in the workplace. That’s where the EHRC’s new guidance comes in.

What Employers Need to Know

Under the Equality Act 2010, workers are legally protected from discrimination on the grounds of sex, age, and disability. If menopausal symptoms substantially impact a woman’s ability to do her job, they could be classed as a disability—meaning employers must make reasonable adjustments.

That could involve offering flexible working, making physical workplace adjustments, or simply ensuring managers understand how to support employees going through menopause.

This isn’t just about ticking legal boxes; it’s about basic fairness. Imagine struggling to concentrate in meetings because of brain fog or feeling physically drained due to insomnia—then being penalised for “underperforming.” That’s the reality many women face.

The EHRC is clear: failing to consider the impact of menopause could lead to legal consequences.

What Charities Can Do

So, what does good menopause support look like in practice? It doesn’t mean overhauling your entire HR strategy—it’s about small, thoughtful changes that make a difference.

Consider introducing cooler workspaces or access to fans for staff struggling with hot flushes. Make sure there’s a quiet space where people can take a break if they’re feeling overwhelmed. If uniforms are required, ensure they’re breathable and comfortable.

One of the biggest game-changers? Flexibility. Menopause symptoms fluctuate, so allowing staff to adjust their working hours or patterns can be hugely beneficial. It also helps to record menopause-related absences separately from general sick leave—so women aren’t unfairly penalised for something completely out of their control.

But the most important thing charities can do is foster an open culture. Train managers, encourage conversations, and make it clear that menopause isn’t a career-ending event—it’s just another stage of life that workplaces should accommodate.

Why This Matters

Research from the CIPD found that two-thirds of working women aged 40 to 60 have been negatively affected at work by menopause symptoms. Many struggle with concentration, increased stress, and even physical tasks they previously managed with ease.

And here’s the real kicker: research from the Fawcett Society found that one in ten women quit their jobs because of menopause. That’s a staggering loss of talent.

Charities, like all organisations, thrive on experienced, skilled professionals. Losing brilliant, committed staff because of a lack of support isn’t just bad practice—it’s bad business.

Breaking the Taboo

Despite its impact, menopause is still rarely talked about at work. Many women feel embarrassed to bring it up, worried they’ll be seen as weak or incapable. That needs to change.

Supporting menopausal employees isn’t about special treatment; it’s about making sure the workplace works for everyone. If an employee was struggling due to another long-term health condition, adjustments would be made. Menopause should be no different.

The EHRC’s guidance is a step in the right direction. But real change will only happen if employers—including charities—embrace the conversation, challenge outdated attitudes, and take action to ensure menopause isn’t a workplace barrier.

It’s time to get this right.

Need help hiring fundraisers who understand the realities of modern workplaces? We can help.

📞 Call us: 0203 880 6655
📧 Email us: contactus@fern.com

BuytoGive: The Online Marketplace Turning Everyday Shopping into Charity Cash

With the cost of living crisis tightening budgets, donors are more cautious than ever. And while charitable giving is still strong, supporters are looking for ways to give that don’t feel like a financial stretch. That’s where BuytoGive comes in—a new online marketplace where everyday purchases automatically generate donations for charity.

Launched in April by eCommerce entrepreneur Kevin Turner, BuytoGive aims to connect independent UK retailers with socially conscious shoppers, ensuring a portion of every sale goes to good causes. Unlike big marketplaces like Amazon or eBay, this one is built with philanthropy at its core—meaning charities can benefit without asking donors to give more than they’re already spending.

How Does BuytoGive Work?

At its heart, BuytoGive is simple. Charities register (for free) and receive a unique fundraising page. Supporters then shop through that page, and every purchase generates a donation—without costing them extra.

It’s not a small token donation, either. Thirty-five percent of the commission from each sale goes to charity. The only fee donors will ever see is a 1% + 20p transaction charge if they make a direct donation. But otherwise, there are no hidden costs—charities don’t pay a penny to be part of it.

The marketplace is already home to 200 charities, including Medic to Medic, Fountain of Life, Disability Sport Yorkshire, and The WILDE Foundation. With more joining all the time, it’s clear charities are recognising the potential of fundraising that happens effortlessly.

Why It Matters

For charities, digital fundraising has always been a balancing act. While online giving is growing, many organisations struggle to find new income streams that don’t feel like another hard sell. BuytoGive is different because it taps into spending habits that already exist.

People are shopping online anyway—why not channel that activity into fundraising? Rather than persuading supporters to dig deeper into their wallets, this model makes giving a by-product of daily life.

Turner himself puts it best:

*"BuytoGive is a haven for conscious consumers. We've not only simplified the act of giving but have also enshrined it within everyday life.

Our platform stands as a testament to innovation with integrity, ensuring that every purchase carries a ripple effect of good.

We invite you to join us in this journey, where each click, each purchase, and each act of kindness holds the potential to craft a narrative of hope and humanity.”*

Getting Started

Joining BuytoGive is quick and completely free. Charities simply sign up, set up a Stripe Connect account (to receive donations), and start sharing their BuytoGive fundraising page with supporters.

Direct donations hit the account immediately, while funds from purchases are held for 30 days to allow for any refunds. And with BuytoGive registered with the Fundraising Regulator, charities can be assured that everything is done in line with the Code of Fundraising Practice.

It’s low effort, zero risk, and a smart way to bring in extra income—without adding pressure on already generous supporters.

Looking for a Digital Fundraiser?

If you’re looking for specialist fundraising talent to help shape your digital strategy, we can help.

📞 Call us: 0203 880 6655
📧 Email us: contactus@fern.com