Volunteers make a significant contribution to our organisations. They help our organisations to survive and thrive, often on minimal funding. Volunteers can be drawn from service users or local communities – and provide vital links into these groups.
Effective application of equality and human rights brings similar benefits as with paid staff. It helps you to attract a range of volunteers and boosts their satisfaction and loyalty. It encourages creativity and productivity. And helps your organisation reflect the population you seek to serve.
Helping volunteers to own and operate out of your organisational values is a particular challenge. Their legal relationship to your organisation is different – along with their view of this relationship. Specific action with volunteers to explore and share your commitment to equality and human rights can pay clear dividends.
Monitor and take steps to attract a diversity of volunteers.
One: Make sure that volunteer opportunities are communicated to a diversity of groups.
- How are your volunteers recruited? Word of mouth is a valuable channel – so long as it’s not just from existing staff and volunteers (in which case you’re likely to mostly get people similar to those you already have). Use word of mouth among under-represented communities, by reaching out to community leaders, venues, traditional and new media that your target groups use.
- You’ll need a diverse range of ways to communicate with different groups about the volunteering opportunities available.
Two: Design volunteer activities that are flexible and can be adjusted to the needs of individual volunteers.
- Some volunteers face greater barriers to getting involved than others. People with health issues or caring responsibilities, for example, will need greater flexibility when rotas are set.
- Be aware of financial barriers. If you’re able to offer out-of-pocket expenses to volunteers, make this clear in advertisements
- Make sure you can take account of particular needs when designing tasks
- All of these steps make your organisation more attractive to a wider range of volunteers.
Three: Apply the same equality and human rights considerations to your volunteers as you do to your staff and service users.
- This helps to make sure that you have a good reputation in the community. Word can travel fast when volunteers feel that they haven’t received dignified and respectful treatment from an organisation.
Four: Know who your volunteers are.
- Monitor volunteer demographics to understand to what extend you’re attracting and retaining a diversity of volunteers – and in particular, volunteers from the affected groups you have prioritised.
- Find more actions on monitoring in Knowledge, Skills and Evidence.
Five: Get volunteers involved in assessing processes and work for accessibility, and a commitment to equality and human rights.
- This includes recruitment and application processes, and how volunteer work is organised and managed.
The organisation can harness the skills of a diverse pool of volunteers.
- There is a diverse range of volunteers in your organisation
- Volunteers are recruited from priority under-represented groups
- Volunteers feel that the application process is accessible and fair.
Support your volunteers to be rights holders and respecters within your organisation.
In a rights-based approach, managers advance the needs of volunteers as rights. They empower volunteers to hold your organisation to account, and support them to identify issues they may have with your organisation – and how to address them.
Volunteers must also be rights respecters; when interacting with other volunteers, staff, service users, supporters or other stakeholders. It’s important that they act with the same values of your organisation – and in particular, your commitment to equality and human rights. Your organisation is also legally responsible for anything they might do (or fail to do) that breaches equality law.
One: Support and develop managers to manage volunteers as rights holders and rights respecters.
Two: Make sure your induction process includes a focus on equality and human rights.
- Review the written materials, training and verbal briefing volunteers get as part of your induction process.
- Your process should help explore their commitment to equality and human rights, to understand your goals and values in relation to these, and for you both to address any gaps between the two.
Three: Support and develop volunteers on their rights, the treatment they and other people can expect in your organisation, and how they can exercise their rights and respect the rights of others.
- Organise a regular forum for volunteers (and leaders) to discuss their needs, experience and situation
- Support volunteers to enact your commitment to equality and human rights in their work. This can include mentoring, development, peer-support, and opportunities for review and feedback
- Your support should help volunteers to develop knowledge of, and skills in, equality and human rights. It should build their confidence in representing your values and responding to your affected groups effectively.
Four: Use paperwork to set out and clarify expectations, boundaries, roles and responsibilities.
- Don’t overlook your paperwork, even if volunteering is seen as an informal arrangement.
- Review your volunteering policy and application forms. These should set out how you expect volunteers to act in relation to equality and human rights.
Volunteers are empowered participants in your organisation.
- Volunteers understand and can confidently assert their rights
- Managers are confident to supervise volunteers as rights holders and rights respecters
- Volunteers use the systems of accountability in your organisation
- Volunteers understand and can put into practice your organisation’s equality and human rights values.
Know How, Volunteering and the Equality Act
Race Equality Foundation, Gender and Ethnicity in Volunteering
Bumble Bee Conservation Society, Inclusive Volunteering Policy (pdf)