2026 Nonprofit Compensation, Benefits & Work Culture Report for Richmond, VA

We’re excited to share that the Moving Toward Equity Compensation, Benefits, and Work Culture Report for RVA Nonprofits is now available for download.

This year’s report covers compensation data for 27 key positions, drawn from responses across 65 nonprofits, capturing 698 wages and real insights from staff pay equity, work experience, and direct service provider surveys.

We listened to your feedback and went beyond the numbers. This year’s report is about more than salary benchmarks; it’s a resource designed to help nonprofit leaders understand the full landscape and feel prepared for what’s ahead.

New Features 

• Legal Update for Virginia Nonprofits: Woods Rogers walks through the key changes from this year’s General Assembly session, with practical employer takeaways as of April 14, 2026.

• Employer Takeaways: New sections throughout the report offer concrete, actionable guidance so you can put the data to work.

• “The Conversation Ahead” Article: A new article exploring how shifts in public funding and evolving community needs are shaping nonprofits across the Richmond Region, told through the perspectives of both employers and employees.

Key Findings 

• Pay increases remain widespread (95% of organizations), though the median increase declined from 4% in 2023 to 3% in 2025, with a significant shift away from merit-based raises (32% decrease) towards cost-of-living or across-the-board adjustments (e.g., all staff received 2.5% increase regardless of department or position). 

• Approximately 60% of organizations offered bonuses in 2025; however, bonus amounts and overall spending have remained stagnant or are trending downward. 

• Pay increases tied to market data and internal equity appear to be receiving less emphasis, raising longer-term considerations around competitiveness and potential pay compression, particularly for high-demand roles. 

• Most organizations offer standard benefits such as retirement plans, employer matches, and health insurance; competitiveness in benefits offerings increasingly depends on accessibility, perceived value, and open enrollment education. 

• Time-off plans are generally competitive across the nonprofit sector. Yet, increasing accruals in employees’ first 1–3 years may offer an advantage in recruitment and retention. 

• Hybrid work, flexible scheduling, and Employee Assistance Programs (EAPs) remain widely adopted and highly valued.  

In Partnership:

The 2026 Nonprofit Compensation, Benefits & Work Culture Report for Richmond was made possible through the generous support of several community partners. We are grateful for the collective funding provided by the Bob and Anna Lou Schaberg Foundation, the Community Foundation, the Richmond Memorial Health Foundation, the United Way of Greater Richmond and Petersburg, and the Robins Foundation.  

We are sincerely appreciative of the dedicated task force of nonprofit leaders who contributed their time, insight, and expertise throughout the development of this report: 

• Beth Vann-Turnbull, Housing Families First  

• Dionne Henderson, Partnership for the Future  

• Elvira de la Cruz, Latinos in Virginia Empowerment Center  

• Karen Legato, Health Brigade  

• Katina Williams, United Way of Greater Richmond and Petersburg  

• Rachael Deane, Voices for Virginia’s Children  

• Robert Bolling, ChildSavers  

• Sheree Hedrick, Hanover Safe Place  

Their collaboration and leadership were invaluable in shaping a report that reflects the needs and realities of the nonprofit community.