A new year is often a prompt for non-profit organisations to reevaluate and plan for the year ahead. New strategies are launched, funding plans revisited, and leadership teams ask the same familiar questions: What’s changed? What do we need to be ready for? And where should we focus our energy this year?
In 2026, many of the pressures non-profits faced last year haven’t disappeared, but they have evolved. From how organisations attract talent, to how they demonstrate impact, there are some clear shifts worth paying attention to.
Here are a few of the themes we’re seeing develop across the sector, and what they might mean for you.
Evolving job seeker expectations from employers
Whilst non-profit professionals often prioritise organisation values and mission when searching for new roles, those can’t be relied on alone to attract and retain talent.
In 2026, job seekers will still be asking:
Pay remains important particularly with continued cost-of-living pressures but it’s not the only deciding factor. We’re seeing strong interest in organisations that can demonstrate:
What this means for you:
Stay consistent in your messaging when advertising roles and only promote what you are actually capable of delivering. Job seekers are usually quick to spot gaps between what’s promised and what’s delivered, especially during the interview processes.
Skills gaps becoming more visible (and harder to ignore)
One of the biggest conversations we’re having with clients right now is about skills. Not just shortages, but misalignment.
Common gaps we are seeing include:
Many organisations have incredibly committed teams, but roles have grown faster than the support or training around them. In 2026, this is becoming harder to ignore, particularly as funders and stakeholders expect more robust reporting, insight and impact measurement.
What this means for you:
The most resilient organisations combine targeted hiring with upskilling, interim support, and honest conversations about where teams need help. TPP have created a free Skills Gap Guide & Toolkit for non-profit leaders, allowing you to identify and address where current gaps are, helping you prepare for the year ahead.
Greater emphasis on inclusive and values-led leadership
Diversity, equity and inclusion remains a priority across the sector but the conversation is changing.
In 2026, there’s less appetite for surface-level commitments, and more focus on:
We’re also seeing growing recognition that inclusive leadership isn’t just an HR issue, it directly impacts culture, retention and organisational credibility.
What this means for you:
Embedding inclusion into recruitment, leadership development and governance isn’t about perfection, it’s about showing progress and transparency. You don’t have to be an expert in DEI, however having a plan, being honest about where you are, and where you’re heading, builds trust internally and externally. Download TPP's free Inclusive Recruitment Guide for tips, tools, advice and confidence to make your recruitment processes more inclusive.
Partnerships over transactions
We are increasingly seeing non-profits wanting to develop longer lasting relationships with external partners who are able to offer more than just transactional support.
Whether it’s recruitment, consultancy, or interim support, organisations are increasingly looking for:
In a rapidly evolving market, having partners who understand your context, funding cycles, governance pressures and values makes a tangible difference.
What this means for you:
The right partnerships can free up time, reduce risk, and help leadership teams focus on what matters most: delivering impact.
With over 29 years recruiting for non-profits, at TPP we have a deep understanding of the sector and pride ourselves on the relationships we build with our clients. Our approach to recruitment is consultative with a strong focus on giving back to the sector including our Resources & Support Hub offering free advice on hiring, managing and retaining employees.
Looking ahead
2026 doesn’t need to be reactive year. The organisations that feel most confident right now are those taking time to reflect, plan and invest intentionally in their people.
As ever, we’re continuing to have open conversations with clients about what’s working, what’s challenging, and how the sector is evolving. If you’re reviewing your workforce plans, struggling with hard-to-fill roles, or simply want a sounding board, we’re always happy to talk.
Get in touch by calling 020 7198 6000 or email info@tpp.co.uk
