Nonprofit Talent Trends: Senior Recruitment Growth & Sector Insights

Our most recent analysis of senior-level nonprofit recruitment in Ireland indicates continued positive momentum in hiring activity. By tracking advertised roles across multiple job platforms, 2into3 identified that 319 senior-level nonprofit roles were advertised in Q1 2025—an 11% increase compared to the 287 roles tracked in Q1 2024. This growth continues the upward trend from recent quarters and reflects a thriving and active employment landscape within the sector.

Similarly, there was a modest increase in the number of nonprofit organisations recruiting, rising from 209 in Q1 2024 to 214 in Q1 2025—an increase of 2%. This suggests that not only are organisations expanding their leadership capacity, but more are entering or re-entering the recruitment market.

Activity by Subsector

Consistent with previous quarters, several organisations advertised vacancies anonymously. As a result, of the 319 roles recorded, 282 were attributed to identifiable nonprofit subsectors.

Roles by Subsector:

The Social Services subsector continues to be the most active, accounting for 33% of senior-level roles in Q1 2025. While still dominant, this represents a decrease from 39% in the previous quarter, indicating increasing activity from other nonprofit areas.

Local Development & Housing (16%) and Health (13%) followed as the next most active subsectors. Notably, Recreation and Sports experienced a significant increase, accounting for 7% of all roles. This surge, partially influenced by revised classification methods for sporting roles in 2025, reflects the ongoing growth and strategic investment in sport-related nonprofit initiatives.

Our findings suggest continued growth in subsectors aligned with public engagement and service delivery, while internationally focused and religious organisations appear to have scaled back leadership hiring. The decline in international hiring may signal a downward trend influenced by recent USAID funding cuts by the Trump administration—a development we will continue to monitor in Q2 2025.

Activity by Role Function

Service Delivery & Operational Management roles remain the most in-demand leadership function, representing 51% of all senior-level nonprofit positions in Q1 2025. This marks an increase from 47% in Q1 2024, highlighting the sector’s continued focus on programme implementation and direct service provision.

The functional breakdown indicates growing emphasis on external-facing roles such as communications and fundraising, while traditional support functions like finance and human resources show signs of contraction.

Activity by Income Type

Income data was available for 163 of the 214 organisations (anonymous advertisers and those who did not disclose income were excluded). Of the 163:

  • 29% (48 organisations) reported annual income exceeding €10 million.

  • 25% (41 organisations) reported income below €1 million.

This distribution aligns with previous quarters, indicating a wide range of organisation sizes involved in leadership recruitment. Larger nonprofits continue to have a more dominant presence in senior hiring than smaller ones.

Key Observations

The Irish nonprofit sector remains resilient and continues to grow. Q1 2025 saw year-on-year expansion in both the number of roles and organisational participation. The spike in Recreation & Sport hiring, while partly methodological, underscores increased strategic investment in this area. The consistent demand for Service Delivery roles highlights the sector’s commitment to community and programme execution.

Conversely, the decline in Finance and HR leadership roles may merit further observation to determine whether these reflect structural shifts or normal hiring cycles.

Overall, the demand for senior nonprofit talent in Ireland remains strong, with diverse activity across multiple subsectors and functions—evidence of a professionalising and evolving sector.

Get in Touch

Our Talent Management Team monitors senior hiring across the nonprofit sector and publishes quarterly insights. To explore previous Nonprofit Talent Trends Reports, visit our Talent Insights page. For more information, contact Shannon Barrett, Head of Talent Services, at Shannon.barrett@2into3.com.

Clar Funding 2025

CLÁR 2025 Programme Launched

The long awaited CLÁR 2025 programme has now been announced by Minister Calleary which was launched on Friday 4th April 2025. The programme will be delivered in the three separate measures:

  • Measure 1: Developing Community Facilities and Amenities
  • Measure 2: Mobility, Cancer Care, Community First Responder and Meals on Wheels Transport
  • Measure 3: ‘Our Living Islands’

CLÁR (Ceantair Laga Árd-Riachtanais) is a targeted investment programme for rural areas that aims to provide funding for small infrastructural projects in rural areas that have experienced significant levels of de-population. This funding assists in building the resilience of these rural communities.

The targeted rural areas deemed eligible has already been determined by the department in a downloadable map as seen below for a national perspective. The CLÁR funding area covers part of numerous counties: Carlow, Cavan, Clare, Cork, Donegal, Galway, Kerry, Kilkenny, Laois, Leitrim, Limerick, Longford, Louth, Mayo, Meath, Monaghan, Offaly, Roscommon, Sligo, Tipperary NR, Tipperary SR, Waterford, Westmeath and Wicklow.

 

Clar Funding 2025

 

A more specific CLÁR funding area on a county basis can be viewed at: https://www.gov.ie/en/collection/ab7580-clar-funding-area-maps/

 

The level of funding for this years CLÁR programme has increased to €65,000, and an additional option has also been added for local authorities to apply for funding of up to €100,000 for 2 larger scale projects. The overall budget for the CLÁR 2025 programme has also increased to €11 million.

The funding application deadline varies depending on which measure is being applied for.

 

Measure 1: Developing Community Facilities and Amenities

Measure 1 is administered by local authorities and therefore application and expression of interest forms are readily available directly from local authorities. The Local Authority or County Council to whom you submit the application to, then will select the applications to send to the department. The Local Authority or County Council will also rank the applications in order of priority.

Deadline for submission of applications to the Department is 13th June 2025. Please be mindful that local authorities may set a deadline before this to give much needed time to assess expressions of interest and applications prior to department deadline.

Each local authority can submit the following:

  • 13 applications seeking funding of between €5,000 and €65,000
  • 2 applications seeking funding of between €5,000 and €100,000
  • 1 additional application seeking funding of between €5,000 and €65,000 in respect of a Gaeltacht area located in their county.

The CLÁR 2025 programme, Measure 1 will provide up to 90% of the project with the remaining 10% of project to be fulfilled as matched funding. Evidence of matched funding must be in place at the time of application.

Schools, community and voluntary groups and local development companies can apply to their relevant local authority. Local authorities are also eligible to apply in their own right.

Measure 1 is primarily but not limited to the development of community facilities and amenities including sports facilities, youth clubs, teenage spaces, playgrounds, sensory gardens, walking tracks and much more.

 

Measure 2: Mobility, Cancer Care, Community First Responder and Meals on Wheels Transport

This measure will be operated directly by the Department of Rural and Community Development and is open to established organisations/groups that operate on a voluntary basis and provide:

  • transport to/from day care/other medical/therapy/respite services for those with significant mobility issues including requiring specialised wheelchair accessible vehicles; or
  • transport to/from designated cancer treatment hospitals/centres under the National Cancer Care Programme; or
  • Community First Response Support/Search and Rescue organisations.
  • Meals on Wheels services

Applications should be submitted directly to the Department at CLAR@DRCD.gov.ie  by 23rd May 2025.

 

Clar Funding 2025

 

 

The maximum grant awarded for vehicles ranges between €50,000 and €100,000. In respect to the wider government approach to the Sustainable Development Goals a higher level of funding is provided for the purchase of hybrid or electric vehicles. A match funding contribution of 10% for hybrid/electric vehicles and 20% for petrol/diesel vehicle is required. Evidence of matched funding contribution is required at application.

Eligibility is via the need for all community or voluntary groups to formally registered, e.g. registered charity or not for profit etc.

Measure 2 is primarily funded to support for community transport such as cancer care support, community first responders, meals on wheels vehicles, or for persons with reduced mobility.

 

Measure 3: ‘Our Living Islands’

Measure 3 is in response to the needs of those inhabiting on Irelands offshore island communities. Like many areas identified in the CLÁR eligibility maps, the offshore island communities have also experienced declining population, social isolation, service accessibility and social disadvantage.

In recognition to the diverse needs, the grant funding for Measure 3 of the CLÁR 2025 programme falls under 2 distinct streams:

  • Island Community Transport
  • Community Amenities

Island Community Transport

This stream is directly for the receipt of transportation vehicles and unless otherwise agreed with the department, vehicles must be electric in line with Climate Action Plan commitments.

This measure will also see funding support of up to 90% of the total cost of an electric community bus/vehicle (including fit-out) with an electric charging point (powered by solar PV panels). Maximum grant available of €100,000 for a vehicle, increasing to €120,000 where solar panel and charging point are included. Maximum one application per Island. Matched funding is set at a minimum of 10% of total project and evidence of matched funding must be present at the time of application.

Island Community Amenities

This stream will provide up to 90% of total costs up to a maximum grant of €65,000. Matched funding is set at a minimum of 10% of total project and evidence of matched funding must be present at the time of application.

Island Community Amenities stream of measure 3 is primarily but not limited to the development of community facilities and amenities including sports facilities, youth clubs, teenage spaces, playgrounds, sensory gardens, walking tracks and much more.

The 2025 programme will allow for applications to be submitted to the Department from established representative organisations/groups that operate on the Islands or from the relevant local authority. Sports organisations can apply where the infrastructure being supported through the application is for the benefit of the community generally (not just the sporting organisation) and is made freely available to all members of the community.

Applications should be submitted directly to the Department at CLAR@DRCD.gov.ie by 13th June 2025.

Measure 3 is primarily tailored funding for offshore island communities under the specific ‘Our Living Islands’ measure.

 

Get in Touch

For more information on CLÁR 2025 programme, contact Patricia Keenan, Director of Funding Services at patricia.keenan@2into3.com or on 086 065 7347. For further details on our funding services, visit our webpage.

Governance 2into3

Is Governance Ever ‘Good Enough’?

Written by Sheena Horgan, Director of Advisory Services, 2into3.

 

There is a certain pragmatic logic in the phrase, don’t let the perfect bully the good, but can this be applied to governance?  Especially when the organisation in question is non-profit.

However, socially good the credentials of a charity or organisation, they are no excuse for poor governance.  That said, the nature of the sector does require it to balance best practice deliverables, with what is feasible given an organisation’s capacity and resources. Focusing on achieving functional and effective governance, as opposed to striving for perfection, can ensure accountability, transparency, and inclusivity while being adaptable to contextual challenges.

 

Scoping your Governance Pathway

Good governance in the sector, is less about idealistic behaviour, and more about best practice.  It should be realistic, first off recognising resource and capacity constraints, and then planning to address these in a coherent and incremental way that prioritises the most detrimental deficits.

Whilst it’s fair to say that not all governance gaps need to be tackled immediately, it is beholden on Boards to scope, articulate and navigate their organisation’s governance pathway. This likely means breaking down the complex governance agenda into manageable and context-sensitive steps.  There will inevitably be trade-offs on what can be achieved now and what might be deferred.  Asking the key question, ‘what will this governance task achieve?’, in relation to the organisation’s vision and mission and values, can be a helpful lens when considering which aspects are tackled first.

 

What is ‘Good Governance’?

A cautionary warning though, agreeing what good or good enough governance entails, may be influenced by the Board’s entrenched views, group think and biases, and even ‘founder syndrome’.   There is a reason why independent external Board Reviews are recommended on a regular basis within the Governance Code.  Charities that rely only on internally conducted reviews, run the danger of reenforcing and perpetuating poor governance practices.  Over the years, I’ve witnessed light-touch evaluations with little depth or robustness to be a genuine assessment.  And I’ve seen how “governance” vocally weaponised in the Boardroom to sustain certain positions and viewpoints.

There is an abundance of case studies on poor governance and therefore no excuse for it to be brushed over.  But to offer some guidance that might lessen the fear or enormity of “Good Governance” for charities and non-profits, here’s some simple principles of Good Enough Governance:

Pragmatism over perfection

Governance structures should enable good decision making, so they need to be effective in practice rather than in theory.  Consider policies and processes in this light, asking are they readable, accessible and implementable

Improvement by increments

Clarify the scope of what’s needed and design a time-line and pathway that allows for continuous progress and iterative governance capacity-building

Form follows function

Governance procedures should reflect, state and deliver their desired outcome e.g., integrity, accountability, etc.

Allow for agility

New and revised governance practices are emerging all the time – take hybrid meetings, DEI and AI as cases in point.  Taking an agile approach and adapting where required means having governance on Boards’ radar as well as agenda.

 

Get in Touch

If you’re seeking governance support, visit our webpage for more information, or contact Sheena Horgan, Director of Advisory Services at sheena.horgan@2into3.com.

 

Federation of Irish Sport Industry Awards 2025

Irish Sport Industry Awards 2025 Launch

Our partners at The Federation of Irish Sport launched the 2025 Irish Sport Industry Awards with the Minister for Arts, Media, Communications, Culture and Sport, Patrick O’Donovan TD, and the Minister of State for Sport and Postal Policy, Charlie McConalogue TD alongside Federation CEO Mary O’Connor.

 

Irish Sport Industry Awards

The Federation of Irish Sport will host the Irish Sport Industry Awards in Dublin on 20th May. This will be the eighth staging of the awards which recognise the invaluable relationship between business and sport in Ireland. The Sport industry in Ireland supports 64,000 jobs, stimulates €3.3 billion in household spending, and generates €3.7 billion (GVA) gross value added to the Irish economy.

This annual awards celebration highlights the valuable social and economic contribution of the Federation member organisations and sports enterprise in Ireland. This year’s event will also serve to heighten the awareness of the value of sport as an economic driver when showcasing our sporting passion as a nation in hosting major international sports events that deliver significant economic contribution such as the 2025 NFL Dublin Game this September, the Ryder Cup in 2027 and the UEFA Euro 2028.

 

Minister O’Donovan said:

“The Irish Sport Industry Awards are a unique celebration of Sport. They offer an opportunity to acknowledge new enterprises and innovation in sport, and also to recognise and commend the National Governing Bodies and Local Sports Partnerships for their drive and commitment in promoting participation for all in sport. I would like to congratulate the Federation of Irish Sport for organising the award and extend my congratulations to all of those being celebrated”.

Minister McConalogue said:

“With record levels of investment in sport, Government are committed to working with all stakeholders and partners to ensure, we continue to recognise and support all participants in a suitable and sustainable way. With that in mind, it is my pleasure to applaud all of the organisers of this event from the Federation of Irish Sport, and to wish all the award nominees the very best of luck.”

 

Mary O’Connor, CEO of the Federation of Irish Sport said:

“We are delighted to have the support of both Ministers O’Donovan and McConalogue for the launch of the Irish Sport Industry Awards, our annual celebration of the economic role sport plays to the Irish economy. The awards recognise excellence across various aspects of sport, including entrepreneurship, media coverage, good governance, inclusivity, sponsorship, and leadership. This year we will be highlighting the massive financial contribution that hosting major international sports events has to the Irish economy and their global audience reach.”

Entries are now open for submission, for a full list of categories, event updates and to enter the awards go to: https://irishsportindustryawards.ie/. Closing date for entries is Wednesday 16th April 2025.

 

Get in Touch

For more information, visit the Federation of Irish Sport’s website or contact Clare Louise O’Donoghue, Head of Commercial and Marketing on 086 0437887.

Federation of Irish Sport

Federation Of Irish Sport Honours Ireland’s Sporting Volunteers

Our partners at The Federation of Irish Sport celebrated 35 recipients of the 2024 Volunteers in Sport Awards on Friday 28th February 2025, recognising one individual from every county in Ireland (four in Dublin) for their exceptional commitment to enabling sport and physical activity thrive in their local sports club and communities. Present at the awards to pay special tribute to the volunteers was Minister Jack Chambers TD, Minister for Public Expenditure, National Development Plan Delivery and Reform who gave the keynote address. In addition to celebrating the 32 county individuals, Co. Limerick’s Martin Casey was revealed as the Outstanding Achievement Award recipient for his impact as a leader in community engagement through sport.

Martin Casey, Limerick Sports Partnership (LSP)

Martin Casey’s dedication to Limerick Sports Partnership (LSP) and his local community has had a transformative impact, particularly in promoting physical activity, inclusion, and engagement. His journey with Limerick LSP began in Transition Year through the Voluntary Inspired Participation (VIP) Programme, where he gained coaching qualifications and contributed 100 volunteer hours. With LSP’s support, he later obtained coaching and gym instructor certifications, giving back an additional 50 volunteer hours.

Over the past four years, Martin has been instrumental in leading initiatives that expand access to sport and physical activity. His work with the Travelling Community, including a mid-term camp that engaged 46 children from Limerick City halting sites, has significantly boosted participation. He also played a key role in developing and delivering the Women’s Self-Defence Programme, which was expanded due to high demand, empowering women with essential self-defence skills.

In his role as a coach and tutor, Martin’s leadership, passion and ability to connect with people of all ages and backgrounds have made Limerick Sports Partnership more inclusive and welcoming. His unwavering commitment continues to inspire and strengthen community engagement through sport.

 

The Volunteer in Sport Awards

Speaking at the awards, Minister Jack Chambers TD, Minister for Public Expenditure, National Development Plan Delivery and Reform commented: “The Volunteer in Sport Awards are always one of the highlights in the sporting calendar. It is a pleasure to once again represent the Government as we celebrate the contributions and achievements of our incredible volunteers who sacrifice time, effort and energy so that we can all enjoy sport at local, national and international level. Volunteers are the backbone of Irish sport at all levels and it is important they are formally recognised and encouraged so they continue to drive interest, passion and participation in sports in our communities. I congratulate all those honoured on the day and thank them for their contribution to our society.”

Federation of Irish Sport CEO, Mary O’Connor stated: “The Federation of Irish Sport is proud to honour the 2024 Volunteers in Sport Award recipients, recognising the incredible individuals whose dedication sustains grassroots participation and strengthens communities. Volunteers are the backbone of Irish sport, enabling 1.47 million club members to engage in sport and physical activity. These awards are a vital tribute to their invaluable contribution.”

Sport Ireland CEO, Dr Úna May said: “Volunteers are the lifeblood of Irish sport, driving participation across all disciplines. Sport Ireland research reveals unprecedented levels of engagement, with nearly two million adults participating in sport weekly. That’s a real testament to the tireless efforts of volunteers. They don’t merely contribute – they transform aspirations into achievements, making sport accessible and enjoyable for all. We all owe them a debt of gratitude and we’re happy to play our part in recognising their dedication.”

Head of Louth Sports Partnership, representative of the Sport Ireland National Network of 29 Local Sports Partnerships and member of the judging panel, Graham Russell said: “The 2024 Volunteers in Sport Awards highlight the nationwide impact of volunteers in driving inclusive participation and strengthening communities through sport. Their dedication breaks down barriers, enriches lives, and promotes active living for all ages and abilities. The National Network of 29 Local Sports Partnerships is proud to celebrate these unsung heroes who make sport accessible and beneficial for so many.”

 

Brought to you by:

Federation of Irish Sport

 

 

 

Chartered Institute of Housing CIH

2into3 and Chartered Institute of Housing Ireland Announce Partnership

We are delighted to announce our partnership with Chartered Institute of Housing Ireland (CIH), the professional body for housing professionals. This strategic partnership aims to enhance support for housing organisations across Ireland.

This collaboration brings together our expertise in Advisory, Funding and Talent services with CIH’s commitment to promoting professional standards and providing educational resources within the housing sector. Together, we will offer a comprehensive suite of services designed to empower housing organisations to achieve our missions effectively.

Shannon Barrett, Head of Talent at 2into3 said, “Partnering with CIH allows us to extend our reach and provide housing organisations with the resources they need to navigate the complexities of the housing sector.”

 

Caroline Moloney, Director of CIH Ireland, added, “CIH is dedicated to supporting housing professionals to create a future in which everyone has a place to call home. This partnership with 2into3 aligns perfectly with our mission, enabling us to offer enhanced support and resources to housing organisations, ensuring they are well-equipped to meet current and future housing challenges.”

 

Key initiatives of the Partnership include:

 

  • Webinar and Event Collaboration

  • Content Development

  • Shared Insights

  • 2into3 Discount for CIH Members

This partnership underscores a shared commitment to fostering a robust and professional housing sector in Ireland, ensuring that housing organisations are equipped with the necessary resources and expertise to provide quality housing solutions. For more information on 2into3 and CIH’s services and supports available, please visit 2into3’s website and the Chartered Institute of Housing’s website.

 

About 2into3

2into3’s mission is to build the capacity of organisations to have a transformative social impact. Since 2006, we have worked with over 500 social impact organisations, providing support within our Advisory, Funding and Talent Services. Our offices in Dublin, Belfast, Newry, Galway and Cork enables our organisation to provide services to social impact organisations across Ireland.

About the Chartered Institute of Housing

The Chartered Institute of Housing (CIH) is the professional body for people who work in housing, the independent voice for housing, and the home of professional standards. CIH has a diverse membership of people who work in both the public and private sector housing, in 20 countries on five continents across the world. The organisation’s goal is to support housing professionals to create a future in which everyone has a place to call home by providing housing professionals and their organisations with the advice, support, and knowledge they need.

CIH is a registered charity and not-for-profit organisation with any profit made put back into the organisation to fund the activities carried out to support the housing sector. Further information can be found at www.cih.org.

 

Get in Touch

For further enquires on this partnership, contact Shannon Barrett, Head of Talent Services at shannon.barrett@2into3.com.

For queries on the Chartered Institute of Housing, contact Caroline Moloney, Director of CIH Ireland at caroline.malloney@cih.org.

DEI disability equity inclusion

5 Reasons to Champion DEI – Even as Others Backtrack

Written by Sheena Horgan, Director of Advisory Services, 2into3.

Embracing Diversity, Equity and Inclusivity (DEI) in organisations has become increasingly recognised as not only a moral imperative but also a strategic advantage [1].  But don’t take my word for it, here’s five evidence-based reasons why DEI matters.

 

1. Enhanced Innovation and Creativity

Diverse teams bring diverse experiences and thinking.  Consequently, this fosters creativity and innovation, which in turn facilitates superior problem solving [2].

2. Improved Financial Performance

There’s a proven correlation between diverse leadership and financial performance as companies in the top quartile for gender and racial diversity are statistically more likely to outperform their peers on profitability [3].

3. Attraction and Retention of Talent

Organisations that commit to DEI can be more attractive to a broader range of candidates, who, particularly Millennials and Gen Z, prioritise working for employers that demonstrate a commitment to social responsibility and inclusivity.  Employees value diversity and inclusivity in their workplace, and it impacts talent attraction and retention [4].

4. Enhanced Employee Engagement and Satisfaction

Inclusivity is instrumental in employee engagement and therefore enhancing workplace satisfaction and productivity.   The sense of belonging directly translates to job satisfaction, and moreover, this in turn can positively impact productivity and loyalty, thereby increasing outputs and reducing talent churn and the cost of recruitment [5].

5. Better Decision Making

Diverse teams are shown to make better decisions because they consider a wider range of perspectives and options which can lead to improved outcomes in business strategy and operations [6].

 

The Risks of Backtracking on DEI

As an advocate of social impact, of course I’d laud that DEI is important, but for those who prefer an economic argument, as the research here shows, DEI also leads to competitive advantage with substantial benefits across various dimensions of organisational performance. 

Which is why Accenture’s recent move away from DEI is a surprising one,  ”Accenture scraps diversity and inclusion goals, memo says”.  Not just because it’s a management consultancy that depends on the strategic thinking and problem-solving competencies of its people. Or, because it relies on its people’s commitment to Accenture over the competition, so talent acquisition and retention is critical. But because it smacks of hypocrisy flying in the face of its own research, reports, manifestos and PR over the last few years. For example, Accenture (2020), “Getting to Equal 2020: How to Make Diversity and Inclusion a Reality”, Accenture (2018), “When She Rises, We All Rise: Advancing Gender Equality in the Workplace” and Accenture (2019), “The Inclusion Imperative: How to Build a Culture of Belonging”. 

I get that the rationale is a reaction to a significant State-side sentiment shift. But whilst some organisations may be benching DEI (no doubt to resurrect it sometime in the future when the winds change), there are many who remain committed – quietly or vocally – to its principles and practices.  And these organisations will need partners and advisors who can demonstrate a genuine shared commitment to these values.   

And whilst the press release announcing the move cites “… a workplace free from bias, and a culture in which all our people are respected, feel a sense of belonging and have equal opportunity”, this is actually only part of a fuller text from the 2024 360° Value Report: Delivering Value From Every Angle | Accenture that goes on to say in the next paragraph:  “We [Accenture] are committed to helping all our people thrive, which includes advancing inclusion and diversity for all genders; people of different races and ethnicities; persons with disabilities; neurodivergent individuals; lesbian, gay, bisexual, transgender, intersex and queer (LGBTIQ+) people; people from different cultures; people with different religious and faith-based traditions; and people from different age and social groups”. 

The same report is peppered with mentions of DEI’s importance, including praising its network of 143,000 Allies in Action (as at August 31, 2024) “who advocate for cross-cultural inclusion, disability inclusion, neurodiversity, gender equality, mental health and well-being, racial and ethnic inclusion, and LGBTIQ+ inclusion”. 

Championing social impact means advocating for DEI. Delivering DEI and delivering business success are not mutually exclusive – but DEI needs allies, not adversaries. 

 

Footnotes

[1] EY (January 2025) DE&I Interventions that Deliver  de-and-i-interventions-that-deliver.pdf  

[2] Page, S. E. (2007). The Difference: How the Power of Diversity Creates Better Groups, Firms, Schools, and Societies. Princeton University Press. This book explains how diversity leads to superior problem-solving capabilities. 

[3] McKinsey & Company (2020). Diversity wins: How inclusion matters.  

[4] Reference: Deloitte (2017). The Radical Transformation of Diversity and Inclusion: The Millennial Influence.  

[5] Gallup (2020). State of the Global Workplace: 2020 Report.  

[6] Reference: Nemeth, C. J., & Staw, B. M. (1989). The Tradeoffs of Social Control and Innovation in Groups and Organizations. Social Psychology Quarterly, 52(3), 275-284. 

Northern Ireland Football Fund Performance Programme

NI Football Fund Performance Programme: Open for Applications

The long anticipated NI Football Fund Performance Programme is now open for applications. This is a huge opportunity for sports clubs in Northern Ireland, with £36 million available. There is a strict deadline for application submission on 14th March 2025 at 5pm. 

Who can apply to NI Football Fund?

The Performance Programme funding strand is expected to be the most significant in terms of scope and complexity and only Performance Clubs (or the Owner of a football ground in association with a Performance Club) are eligible to apply.

Performance Clubs are defined as all current Football Clubs which are members of the Northern Ireland Football League or League of Ireland who play their home matches at a venue located in Northern Ireland.

Is your club ‘Grant Ready’?

To get ‘Grant Ready’ for the NI Football Fund Performance Programme, we recommend focusing on these key areas:

  1. Lease Agreement: Review lease agreement if necessary to ensure it meets minimum requirements. If it does not meet minimum requirements, renegotiate terms to either (1) freehold interest or (2) a lease that will expire no earlier than 1 January 2051.
  2. Detailed Quotations: Get a thorough quotation for all planned project works with a detailed breakdown of costs. If you are unsure how exactly your planned project will look, the department have suggested to follow the Sport England Facility Costs Guide for guidance. Please see details here.
  3. Optimum Bias: Remember to include optimum bias which is set at 30% to the total cost of your project in the application stage.
  4. Matched Funding: Review matched funding requirements and if necessary, source funding to satisfy partnership funding which is set at (1) 40% for council owned football grounds (where no long-term lease to Performance Club is in place) or (2) 5% for all other eligible applicants.

For more information on the Northern Ireland Football Fund Performance Programme, view their Guidance Document here.

Get in Touch

At 2into3, we specialise in helping sports organisations secure funding. In 2023, we managed 60 applications for the Community Sports Facilities Fund, securing £10 million (€12.2 million) for our clients. In 2024, we managed 13 successful Large Scale Sports Infrastructure Fund applications, totalling £35.7 million (€43 million).

Ready to discuss how we can help your club secure funding? Contact our Director of Funding, Patricia Keenan, at patricia.keenan@2into3.com or visit our webpage for more information on our sports specialisation.

 

2into3 Partners at the Federation of Irish Sport

Proud Partners at The Federation of Irish Sport’s Annual Leaders Forum 2025

We were delighted to attend the Federation of Irish Sport’s Annual Leaders Forum on Wednesday 29th January. As we continue our partnership in 2025, we are committed to a providing a shared enhancement of the social impact of sports, recreation, and physical activity across Ireland. Our partnership continues to allow 2into3 and the Federation of Irish Sport to combine our expertise, resources, and passion to drive positive change and sustainable growth within the Irish sporting community.

 

Key Takeaways

We were joined by a range of key sectoral leaders who provided their insights, key takeaways and ambitions for the future of the sports sector, including:

  • Paddy Murphy & Mary Gavin Ogier from Ogier, who presented insights on ‘Equality and the Irish Human Rights and Equality Commission’.
  • Michael O’Conaire from the Department of Arts, Culture, Communications, Media & Sport, who presented the new Sports Action Plan 2024-2027.
  • Liam Smyth from the Office of the Revenue Commissioners, who shared insights on the recent Finance Act and the provisions for sport.
  • Tony Marshall from Clann Credo, who provided expertise on ‘Financing Sporting Ambition’.

The forum offered a comprehensive overview of key issues facing the sports sector, from legal and equality considerations to strategic planning and funding opportunities.

3 Key Pillars to Win Sporting Success

Our team members, Dennis O’Connor, CEO and Orla Dolan, Consultant in our Talent Team, provided their insights on “3 Key Pillars to Win Sporting Success: Governance, Fundraising & Talent’, highlighting the importance for sporting organisations to recognise the philanthropic prize for sport.

Get in touch

If you’re seeking philanthropic support for your sports organisation, see our range of services here or get in touch with Matt McKerrow (governance, strategy), Michael Nason (fundraising) or Orla Dolan (talent).

 

2into3 nonprofit Talent recruitment trend

Impact of the General Election on Nonprofit Talent Trends

Insights from our analysis of senior and executive level roles advertised roles in 2024 indicate a more measured and cautious approach to recruitment decisions during the lead up to the general election, as nonprofit organisations awaited the formation of a new government.  

The Impact of The General Election on Nonprofit Senior and Executive Recruitment in 2024

Q4 2024 Nonprofit Talent Trends 

Q4 2024 2into3 recruitment monitor

Post-election, in Q4 2024, our latest analysis of recruitment activity in the Irish nonprofit sector evidences an increase in the number of senior management opportunities being advertised versus Q4 of the previous year. Through assessment of a range of websites and job platforms, 2into3 has identified a 12% increase in senior-level management roles from Q4 2023 to Q4 2024, with the number of job postings catalogued rising from 254 to 284. 

Similarly, the number of organisations advertising roles has grown by 3%, from the previous year’s 180 in Q4, to this quarter’s 186. This suggests a positive hiring trend, with more roles being offered and more organisations participating in the job market. 

 

Activity by Subsector 

In Q4 2024, alike previous years, the trend of organisations advertising roles anonymously remained present. As 29 of the 186 organisations who advertised were anonymous, the below breakdown of roles by subsector is based on 157 known organisations. 

Activity by subsector nonprofit talent trends

Roles by Subsector 

The Environment sector experienced growth, with roles increasing by 300% (1 in Q4 2023 to 4 in Q4 2024), likely driven by the EU Corporate Sustainability Reporting Directive (CSRD), which came into effect in 2023 and mandates enhanced sustainability reporting starting in 2025 for the financial year 2024. Similarly, the Health sector continued its upward trajectory, with a steady 9% increase in roles, rising from 33 in Q4 2023 to 36 Q4 2024, signalling a persistent demand for healthcare professionals.  

The Professional and Vocational sector also saw an increase, with roles increasing by 125% (from 4 in Q4 2023 to 9 in Q4 2024). This growth indicates a rising need for specialised talent in this field. Meanwhile, the Social Services sector experienced a 39% increase, with roles rising from 75 in Q4 2023 to 104 in Q4 2024, underscoring a robust demand for professionals in this essential area.  

In contrast, the Arts, Culture, and Media sector saw a decline of 50% (6 roles in Q4 2023 to 3 in Q4 2024) and religious organisations also saw a decline of 80% (decreasing from 10 in Q4 2023 to just 2 in Q4 2024), which may suggest diminishing demand for positions in these sectors.  

These trends highlight a diverse and dynamic recruitment landscape, with growth in Environment, Health, and Social Services, while Arts, Culture & Media and Religion experienced a reduction in demand.  

 

Activity by Role Function 

Activity by Role Function nonprofit talent trends

 

The data reveals a marked increase in the need for those in Service Delivery & Operational Management positions. This skillset saw a dramatic rise from 37% of roles advertised in Q4 2023 to 58% of roles advertised in Q4 2024, signalling a clear organisational focus on improving operational efficiency and delivery.   

Interestingly, the demand for CEO/Executive Director positions halved, from 12% in Q4 2023 to 6% in Q4 2024, suggesting that there is less movement of CEOs in the sector, resulting in a more competitive landscape for recruiting individuals with this skillset.  

 

Activity by Income Type 

Excluding those where such information was not available, either because the role was posted anonymously, or the organisation does not disclose their income; noteworthy findings were made regarding the income of 145 known organisations. Of those, 46 (32%) organisations have an annual income of over €10 million, while 37 (25.5%) organisations have an annual income of less than €1 million. 

 

Observations 

In Q4 2024, the overall number of job posting has increased versus Q4 2023, with sectors such as Environment, Health, Social Services, and Professional & Vocational seeing growth, driven by rising demand for specialised talent and a focus on sustainability and healthcare. Sectors such as Arts, Culture & Media and Religion have seen a decline in activity versus Q4 2023, suggesting a potential slowdown in demand for roles within these areas.  

Overall, the nonprofit sector landscape remains dynamic, reflecting changing priorities and needs across the sector, and we are seeing signs of a positive hiring trend in 2025.  

Our Talent team record senior roles in the nonprofit sector, producing quarterly findings. If you’d like to view our previous quarterly talent trends, visit our webpage here, or to discuss these findings further, please contact Shannon Barrett, Head of Talent Services at shannon.barrett@2into3.com.  

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