As we anticipate the forthcoming publication of the Second National Social Enterprise Policy, we’ve considered the impact it may have on attracting talent into the social economy, and what challenges may lie ahead for recruiting and retaining talent in the current market.  

Attracting the Next Generation of Changemakers 

Attracting fresh talent into the social economy is an ongoing issue, even more-so given the current labour market. The new policy’s first objective offers a potential solution to this problem. The focus on awareness building and defined communications is an important first step in informing young people about the positive impact social enterprises have on their local communities. We need to leverage the consideration for sustainability and social responsibility shown by the new generation of Gen Z workers and attract these future leaders into the social economy. 

There’s immense potential to integrate awareness of social enterprises into the education system, particularly during transition year or at university, thereby introducing students to the sector early on. Research shows that fewer younger people are engaged in social enterprises than other cohorts. Therefore, we can do more to attract innovative, creative and passionate individuals into our sector through work placements or graduate programmes, offering a pathway into the sector for future leaders. 

Growing Social Enterprises 

Currently, many social enterprises encounter obstacles when accessing business supports, hindering their commercial viability and scalability. We hope to see increased engagement from LEOs and Enterprise Ireland, as until social enterprises have access the same business supports and financing as private enterprises, their sustainability will continue to be in question.   

Whilst the financial health of social enterprises clearly impacts the resources available for attracting talent or building out a team; we also need to see investment in skills-building and training tailored to the social economy. This is particularly apparent in business planning, governance, finance, risk management, and human resources management. Learning and development opportunities are not only a key indicator of staff attraction and retention, but also ensures adherence to best practice and fosters organisational growth and impact. 

Data Collection and Social Impact Measurement 

Social impact measurement is a key aspect of how organisations demonstrate accountability and transparency. However, given the long-term and inherently qualitative nature of many social outcomes, it can be hard to measure. We hope to see standardised tools and mechanisms for data collection developed to support organisations in carrying this out, with the input of sectoral stakeholders. It is crucial for the sector to take the lead in determining measurement metrics, rather than deferring to what funders or government departments may want to see. 

Nevertheless, these initiatives will be resource intensive and social enterprises will need to be prepared, particularly in terms of recognising potential skills gaps in their teams and assessing whether they have the capacity to carry out the research and analysis in-house.  

We may see increased demand in hiring for certain skillsets, such as data collection, research methods and analytics. Outside consultants can offer the answer in some cases, yet the availability of accredited services remains limited. 

In conclusion, whilst the Second National Social Enterprise Policy presents promising opportunities for attracting talent into the social economy, addressing the associated challenges demands concerted efforts from both policymakers and stakeholders from across the nonprofit sector. Through fostering an innovative, collaborative and growth-oriented environment, we can attract the best talent; ensuring the social economy can realise its full potential in driving positive societal change. 

Written by Orla Dolan, Recruitment Co-ordinator, 2into3.

Get in Touch

Do you require assistance with recruitment and retention in your organisation? Find out more about our talent management services here, or contact our Director of Talent Management, Fergal O’Sullivan at fergal.osullivan@2into3.com.

In recent years, there have been many positive developments towards increased recruitment inclusivity in Ireland. According to the 2022 Diversity, Equality and Inclusion Policy, “Everyone is entitled to enjoy a prejudice–free working environment that rejects any form of discrimination”. Despite this policy, there is evident disability discrimination in hiring. According to The European Commission Country Report for Ireland 2022, Ireland has one of the highest disability unemployment rates in Europe. The EU’s average employment rate for people with disabilities hovers around 51%. However, in Ireland, it is only 32.6%.

Despite these legislative efforts, putting such policies into practice still remains a challenge. Shockingly, the minimum employment target for people with disabilities in the public sector is a mere 3%. With no mandatory quota system, it’s up to individual employers to take the lead. Some companies step up disability inclusion policies voluntarily, but the lack of a standardised approach might be a factor in Ireland’s high disability unemployment rates.

Recruitment processes become arenas for these inequalities. Discrimination, whether blatant or subtle, continues to hinder the professional journeys of those with disabilities. Barriers stretch beyond the workplace, including public perception, rigid work conditions, inaccessible hiring processes, and physical environments.

4 tips for inclusive recruitment:

Employers can dismantle these barriers by embracing inclusive hiring. Prioritising inclusive processes can make a huge impact, such as:

1. Creating accessible workplaces
2. Offering reasonable accommodations
3. Disability equality training to workplace
4. Upgrades and investment in assistive technologies like screen-reading software, closed captioning, and voice recognition.

To make hiring more inclusive, consider remote interviews, alternative response formats, sharing questions in advance, live transcription for captions, and providing more time to process questions. For further information on disability inclusion, visit Disability Federation of Ireland’s website here. For more information on their recent blog, “‘New evidence of “ableism’ – prejudice and discrimination faced by people with disability according to ESRI report”, click here.

As Ireland’s economy continues to grow, we need to ensure that our workplace is taking every step to ensure disability inclusivity is a priority. Not only is it important for businesses that could be benefiting from a diverse workforce, but it also matters to society as a whole, as we strive for a collective commitment to equal opportunities. As Ireland tackles the challenge of reducing unemployment among individuals with disabilities, a joint effort is crucial. From policymakers creating solid legislation to businesses fostering inclusive workplaces, breaking down barriers requires society’s commitment to providing equal opportunities for all.

Get in Touch

If your organisation is seeking assistance in inclusive hiring, contact our Director of Talent Management, Fergal O’Sullivan. 2into3 are an equal opportunities employer who believe that diversity is a strength in the workplace. We therefore welcome applications from suitably qualified candidates, irrespective of gender, disability, marital or parental status, racial, ethnic or social origin, colour, belief, religion or sexual orientation. At 2into3, we endeavour to make all reasonable accommodations to facilitate the participation of candidates with disabilities in the recruitment process.