Although the Jewish nonprofit sector has prioritized talent development over the past decade, many organizations are still not reaching their full potential. A recent study by Leading Edge, which surveyed 13,000 Jewish nonprofit employees and 200+ CEOs, confirms the sector is missing key opportunities to strengthen recruitment, retention, and leadership. Below, we highlight several major findings from the report and what they signal for Jewish nonprofits heading into 2026. (We encourage readers to check out the full report for deeper insights.)
What the Jewish nonprofit sector is doing well:
- Employee Engagement: Across industries, engagement at work has declined, but 87% of Jewish nonprofit professionals reported feeling proud to work for their organization, according to Leading Edge’s 2025 Employee Experience survey.
- Belonging: A feeling of belonging at work is declining nationwide, but belonging is rising at Jewish nonprofits. 86% of Jewish nonprofit employees agree with the statement “my identity is respected at work.”
- Retention: Once people are working in the Jewish nonprofit space, they tend to stay there; 75% of employees see themselves staying in the Jewish nonprofit sector for 2+ years.
- Impact and Purpose: 88% of employees at Jewish nonprofits believe their work matters and agree with the statement “I feel like I am making a difference at work.”
Areas where improvement is needed:
- Awareness: More than half of Jewish professionals outside the sector (53%) are not familiar with Jewish nonprofits, which poses a significant recruitment challenge and limits the sector’s talent pipeline.
- Leadership Turnover: Jewish organizations are not prepared for inevitable CEO turnover; 59% of CEOs report having no succession plan in place, leaving organizations vulnerable during leadership changes.
- Management Capacity: Managers play a critical role in employee satisfaction and retention, but their jobs have grown more complex in the face of political and technological challenges. Many managers lack sufficient support, systems, and professional development to succeed in today’s environment.
- Board Fundraising: Although leaders reported their boards stepping up during times of crisis and being generally supportive, board fundraising was found to be a major issue. Only 29% of CEOs agreed with the statement “the board offers appropriate support to the fundraising efforts of the organization.”
Opportunities for growth in 2026:
- Strengthening awareness and recruitment: Investing in branding and storytelling can help Jewish nonprofits reach talented professionals who are mission-aligned, but unfamiliar with the field.
- Engaging and retaining Gen Z talent: Gen Z now makes up a meaningful portion of the workforce and brings different expectations around growth, work-life balance, and purpose. Organizations that offer more flexibility, stronger benefits, and more transparent communication around growth trajectory will be better positioned to recruit and retain emerging leaders.
- Supporting managers as a retention strategy: Providing managers with clearer systems, training, and executive support can significantly improve staff experience and reduce burnout across teams.
- Reinvesting in board development: With CEO trust in board fundraising support declining, 2026 presents an opportunity to reset expectations, clarify roles, and equip boards to be more effective partners in sustainability and growth.
Looking for more support around talent development at your organization? Email Jamie Perry to schedule a complimentary call with a member of the Evolve Talent team.
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