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Legacy Giving Should Become the Norm

Last week was momentous for five Irish Charities following the passing of Elizabeth O’Kelly. Mrs. O’Kelly donated €6 million each to The Irish Cancer Society, The Irish Heart Foundation, The Irish Kidney Association, The Irish Society for Autistic Children and the RNLI. For the Irish Cancer Society, which is one of Ireland’s largest, most prominent charities the gift was the largest the organisation has ever received and represents the income of two annual Dafodil Days.

Despite the generosity of the gift it puts into context the reality of how underdeveloped legacy giving is in Ireland. This is largely due to the to lack of tax incentives surrounding charitable giving. This makes Ireland is one of the few developed economies which caps the incentive. Most countries, including the U.K., set no annual limit for the value of donation by a taxpayer on which the tax paid is reclaimable.

According to 2into3’s Annual Fundraising Performance Report, for legacy donations, the U.K. offers a specific incentive where 10% or more of an estate is donated there is a 4% reduction on the tax paid on the entire estate. In Ireland no such incentive currently exists.

While this bequest is an achievement to be celebrated by very deserving organisations, this type of giving should be the norm, especially considering Ireland’s aging demographic, as the intergenerational transfer of wealth becomes an increasingly relevant issue.

According to the Community Foundation for Ireland’s Legacies for Good report, the prize is too big to ignore! Currently in Ireland, it is estimated that only 0.9% of intergenerational transfer of wealth at death goes to charity compared to 4% in the U.K. If charitable legacies in Ireland were to match the 4% in the U.K. they would be currently generating up to €220 million per annum.

Finally, if these types of gifts are to become the norm, the sector must come together and move towards relationship-based fundraising and be able to articulate their vision and focus on transformative gifts as part of their fundraising strategies!

Private Sector Leaders take 28% pay cut to join the Not-for-Profit Sector

So far in 2018, 2into3 has filled 17 management-level roles within the not-for-profit sector. 8 of these assignments saw individuals who were working in the private sector take up a senior level role within the not-for-profit sector at a 28% drop in salary from €126,000 average private sector salary to just over €90,000 in their new role within the not-for-profit sector. Of the 9 managers who transferred within the sector, on average, they saw their salaries rise 10%.

Over the past few years, there has been much written about people in the private sector changing career paths and moving into the not-for-profit sector (Bacchus, 2012; Rawstron, 2016; Kurji, 2017) with the pay differential balanced by job satisfaction and a better work life balance.

Why are private sector managers willing to take a pay cut?

This was one of the first questions posed to candidates when they were screened by 2into3’s recruitment team. Individual answers varied, but were easily collated into one common theme, Purpose. During their time in the private sector, the eight individuals were approaching the peak of their careers, with a few already having done so. Despite their success, they chose to do something that offered a sense of fulfilment and helped them to play a part in changing the world for the better.

Why did 2into3 choose to shortlist private sector leaders and more importantly why were they hired?

The post-recession years have seen the Irish not-for-profit sector growing again (2into3, 2018; 2into3, 2017). As the sector has expanded, there has been an increase in administrative requirements (i.e. need for greater governance and transparency; The Community Foundation of Ireland, 2018).  Not-for-profit organisations are also reshaping themselves so that they can meet increasing demand (Uzonwanne, 2015). Leadership is potentially the most important factor to the future of the not-for-profit sector. The eight candidates who were appointed demonstrated that skills they had were transferable to the sector.

Should not-profit organisations solely seek out private sector candidates in the future?

Of course not. While just under half of roles filled by 2into3 in 2018 (to date) saw private sector leaders transferring more than 50% of appointments saw individuals whom were already within the sector progressing into more senior positions. Some roles require specific a skillset/experience that can only be gained through working within the sector (e.g. service delivery, programme management).

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Legacies income increases year-on-year for fourth consecutive quarter

The Q2, 2018 report of the Quarterly Fundraising Monitor (now called Irish Giving Index) found that income from Legacies doubled when compared to Q2, 2017. This is the fourth consecutive report to note a significant increase in legacies.

  • Social Services experienced an increase of 21%
  • Health experienced a 21% decrease year-on-year
  • International experienced a fundraising income increase of 1%
  • Arts, Culture, Media fundraising increased by 1%

The Monitor is the only piece of research of its kind in Ireland and currently has 41 subscribing organisations. For nonprofits to benefit fully from the research organisations need the most up-to-date and relevant information. 2into3, as well as sector leaders, strongly encourage you to join the monitor for the benefit of the sector.

One subscribing organisation believes that “Boards and CEOs have a responsibility to ensure that fundraising investment is making an appropriate return for the organisation to fulfil its mission. Fundraising teams need to be providing comprehensive investment cases supported by strong fundraising data.  Now more than ever we need to be working together to build trust in the sector and I believe this is an important tool for future sustainability.”

To find out more about how leveraging insights from the 2into3 Irish Giving Index can inform an evidence-based approach and help your organisation’s decision making, please contact Rob Foley Rob.foley@2into3.com or 086 032 7935.