More inclusive volunteering
Every volunteer manager wants to run a programme that is as inclusive as it can be. There are many potential volunteers out there who could be real assets to your organisation but who would identify themselves as having extra support needs. This can be a daunting prospect for a volunteers manager but it needn't be. Of the many potential volunteers that consider themselves to have a support need the reality is that they are part of a huge pool of talent that can be successfully tapped into.
What does extra support needs mean?
Volunteers with extra support needs include individuals who may have learning disabilities, mental health problems, physical disabilities, or sensory impairments. It can also include individuals who are going through drug or alcohol rehabilitation, ex-offenders, the long-term unemployed, housebound, people who have very little English or someone who has low self-esteem.
There are some genuine concerns about involving volunteers with extra support needs...but it really doesn't have to be that daunting.....
“I haven’t enough time to support volunteers with additional needs.”
Managing volunteers with extra support needs should not make massive demands on your time if you have clearly identified what you want the volunteer to do, and how much support you can realistically provide. As with all volunteers, it is best to have a clear task description and agreement about what induction, training and support will be provided. This should be agreed at the very beginning of the placement and regularly reviewed with the volunteer.
Be prepared to spend a bit more time with the volunteer at the beginning of their placement. Remember that this may be their first experience of work for a very long time and for some people, it might be their first ever time in an open working environment. Low confidence and “first day nerves” may make it difficult to take everything in at once. Consider breaking down your initial induction into smaller parts over a few sessions so that the individual isn’t swamped with too much new information in the one go.
Providing regular support needn’t take a lot of time. It could be five minutes at the start of the session and five minutes at the end. Most people, particular in the early stages of their placement, appreciate knowing they have a regular “checking in” period even if it is for a short time.
“I don’t have the skills.”
No one expects you to be a specialist! You are not your volunteer’s psychiatrist, counsellor or support worker – you are the manager of their volunteering placement. When first meeting a potential volunteer don’t be afraid to ask about their needs. It is the only way you will find out about them, and the only way you will realistically be able to identify an appropriate task or role for them to undertake. As with all volunteers, ask for references to add to your knowledge of the person. If they have regular contact with a support worker, ask the person’s permission to make contact with the worker, and invite them to visit your agency and see what volunteers actually do. This will give them a greater insight into volunteering and help them to support their client’s engagement with your agency.
There are many sources to draw from if you wish to know more about the issues faced by your volunteer including; staff from our Health and Wellbeing Team, agencies providing specialist advice and information; the In-Touch database of mental health resources in Edinburgh; individual support staff; and of course the volunteer themself!
However, it is not important that you attempt to be an expert on all personal issues and difficulties a volunteer may present with. What is important is that you have a clear understanding and knowledge of volunteering in your organisation, ensure that volunteers know what their role and responsibilities are, and that you know who to turn to if a volunteer requires more support than is your role to provide.
“We had a bad experience once with a volunteer with extra support needs – I wouldn’t like that to happen again.”
Think again – volunteers with extra support needs are as varied as any other. Don’t assume it won’t work again.
“There is too much involved in being a volunteer with us. You need to be able to do lots of things at the one time and carry lots of responsibility.”
Think carefully about your expectations of volunteers. Are you demanding too much of them, and possibly narrowing the number of people who may wish to join you? By breaking down your volunteer roles into separate and smaller parts, you may attract a broader range of new volunteers, not just people with additional needs.
“We need to consider the needs of our clients and not overwhelm ourselves with demanding volunteers.”
Volunteers who themselves have disabilities, health problems or face other challenges can provide an insight and understanding of your clients, and of your organisation, that paid staff cannot. Look at what the person as a whole can contribute to your project – not just their ability to perform a particular task.
“What if I take on a volunteer with extra support needs and it doesn’t work out?”
What would you do with any other volunteer? If it doesn’t work, be honest with your volunteer and don’t pretend. Consider a different role in your organisation or refer to the Support and Advice Team at Volunteer Centre Edinburgh.
Volunteers with extra support needs provide an invaluable service for many organisations throughout Edinburgh and they could do the same for you. If you would like more information or would like to discuss any of the issues about involving volunteers with support needs get in touch with Marion or Sarah Cleary on 0131 225 0630
- Paul Wilson – 29 July 2010