Tag Archives: volunteers

Treat volunteers like employees? Great idea, awful idea

graphic by Jayne Cravens representing volunteersBack in 2009, the Volunteer Centre South Derbyshire, in England, featured one of my posts from UKVPMs (a discussion group for volunteer managers in the United Kingdom) on its blog in response to an article that says treating volunteers like employees is a great idea. I’m flattered that they thought my thoughts so worthy!

Here was the situation that I commented on:

In this commentary in the Guardian, the writer talks about a volunteer DJ at a small Christian radio project in South Manchester, England, who was fired when staff became aware that he is gay. The writer’s conclusion is that the employment laws need to apply to volunteers in order to protect them from being fired for no good reason.

Here was my response from UKVPMs (edited a bit for clarity):

On the one hand, I don’t believe in requiring volunteers to do things that staff are not required to do: background checks should be for everyone, not just the volunteers. The anti-discrimination policy of the organization applies to everyone, not just paid staff. Neither paid staff nor volunteer staff should be exploited or mistreated or neglected.

But on the other hand, I also come from the point of view that:

  • volunteering with a nonprofit is a privilege, not a right. I involve volunteers so long as it explicitly benefits the mission of the organization, and if forced to choose, my loyalty would be to the mission of the organization and those it serves rather than to a volunteer.
  • volunteers are human beings and should absolutely be expected to be treated as such, however, they are NOT employees, and therefore are not entitled by law to any of the same legal benefits of an employee.
  • volunteers are managed by a volunteer coordinator, rather than a human resources director, because volunteers are NOT employees.

So I read this article with a lot of empathy and sympathy, but then cringed at “Volunteers should be protected against unfair dismissal.” Legally protected? If so, legally protected how?

The primary consequence of an employee being unfairly dismissed is that he or she loses income. There are other consequences, but loss of income is the primary consequence, and we all know that income is necessary for survival. The laws that protect employees from being unfairly dismissed aren’t designed to do anything other than to prevent an employee from losing income and to restore an unfairly-treated employee’s lost income; the laws aren’t designed to restore anyone’s dignity or honor.

What would be the legal redress of a volunteer wronged? If a volunteer is granted the ability to sue regarding dismissal, what will the compensation be if whatever deciding body sides with the volunteer? Will he or she receive money? If so, say goodbye to volunteer involvement at probably most organizations; they aren’t going to risk that kind of financial expenditure. Reinstatement? The organization will be forced to involve the volunteer in his or her previous role? Does that volunteer then become untouchable, meaning the organization will have to keep the kinds of files, including regular evaluations, on volunteers that they maintain for staff in order to justify the disciplining, the requirement for training or the firing of a volunteer?

I guess in summary: I don’t ever want any volunteer dismissed for arbitrary reasons, I don’t ever want any volunteer mistreated or exploited, and I want us all to work to make sure that never happens, but I also don’t want volunteers to become employees, for a variety of reasons that I hope I’ve made clear (not sure I have).

And so I don’t really know what the answer is…

And I still don’t.

UK House of Lords Select Committee on Charities

graphic by Jayne Cravens representing volunteersThe United Kingdom’s House of Lords Select Committee on Charities was appointed on 25 May 2016 “to consider issues related to sustaining the charity sector and the challenges of charity governance.” The committee has issued a report, Stronger charities for a stronger society (HL Paper 133).

There are some good points in the report. For instance, the committee recommends that government funding of charities be “based on impact and social value rather than simply on the lowest cost.” The committee also encourages government “to recognise the added benefits of charities’ involvement in service delivery, and urge local authorities to consider grant programmes wherever possible.” And the committee also highlighted a great observation about risk aversion in mission-based organizations:

371. We also heard that risk aversion and a lack of organisational flexibility were a problem. NAVCA said that “charities need to be bolder, and boards need a greater appetite for risk, if the sector is to adapt and deliver greater impact in a changing world.” Rebecca Bunce from the Small Charities Coalition highlighted the consequences that resulted from trustees not understanding digital technology sufficiently.

372. Helen Milner said that trustees who were risk averse on digital tools were approaching the issue from the wrong starting point: “If they are saying, ‘Digital feels like a risk’, they are asking themselves the wrong question. They should be saying, ‘What is our strategy? Where do we want to be in three years’ time? How are we going to get there? Do we want to help more people and how are we going to reach them?’ Digital ought then, naturally, to become part of that solution.”

I really, really love that observation. Expect to see it quoted frequently by me in the future.

But, for the most part, the report is full of observations that should have been made 20 years ago – and were made 20 years ago by various consultants and nonprofits, myself included. I’m glad that a government body is realizing that “We are living through a time of profound economic, social and technological change and the environment in which charities are working is altering dramatically,” as the report says. But that’s a statement that could be said in the 1990s, when public access to the Internet exploded.

The report also never mentions virtual volunteering by name or concept, and that’s incredibly disappointing; virtual volunteering is a practice that is more than 30 years old. When this report talks about “digital technologies” being used by charities, it’s only to build awareness, not to support and engage volunteers. Meanwhile, on an online discussion group I’m on for managers of volunteers, the discussion last week was about the best platforms for training volunteers online. What a shame that the authors of this report are so out-of-touch regarding nonprofit, NGO and charity use of online technologies to engage and support volunteers.

The report also sees volunteers only in terms of economic value:

“The charity sector relies heavily on volunteers and many charities told us that they could not do their work without them. 372 The Association of Volunteer Managers suggested that the economic benefit of volunteering could exceed £50 billion a year, 373 while other witnesses highlighted the value of volunteers in community cohesion.”

Do I have to say yet again that this talk of the economic benefits of volunteer hours are why so many labor unions and others are turning against volunteer engagement? Do I have to say yet again that no volunteer says, “I really want to volunteer so I can save money by not being paid!” It’s true: deriding the monetary value of volunteer hours is now my mission in life

Also see:

Initiatives opposed to some or all volunteering (unpaid work)
& online & print articles about or addressing controversies regarding volunteers replacing paid staff

Involving volunteers: a cop out for paying staff?

More on the UK’s Big Society

Criticism Continues for UK Government Talk Re Volunteers

National Summit on Volunteer Engagement Leadership, July 26-28, 2017

Registration is now open for the 2017 National Summit on Volunteer Engagement Leadership, July 26 – 28, 2017 in St. Paul, Minnesota. The Minnesota Association for Volunteer Administration (MAVA) is hosting the first national conference in the USA in more than a decade for people in charge of supporting and involving volunteers. This will also be the first time in more than a decade the profession’s most well-known thought leaders, authors, and trainers will be together in one place.

The Summit will offer more than 100 workshops to increase knowledge and skills regarding the management of volunteers. There will also be plenaries and group discussions to determine how to build a new national presence for leaders of volunteer engagement, tackle the issues that affect this profession, and ultimately increase the community impact of the volunteers engaged. There will also be special sessions focusing on grant makers and other philanthropic organizations which support volunteer engagement with funding, providing a unique opportunity for funders and nonprofit leaders alike to learn more about each other’s perspectives, approaches to collaboration, and challenges.

With the budgets of so many nonprofits and community-focused government programs on the chopping block, I hope this conference will also talk about how to advocate for those programs to voters and legislators.

It’s really wonderful that someone is attempting to have a national conference for managers of volunteers – it hasn’t happened in the USA since 2005. Back in 2006, the Association for Volunteer Administration (AVA), the national association of managers of volunteers, went under, due to financial mismanagement. With it went the annual national conference, the largest event in the world focused on the people and systems needed to support and involve volunteers, and event that helped elevate conversations about volunteerism beyond people-that-work-for-free-are-so-nice. The loss of AVA and its annual conference hurt not just managers of volunteers, but all volunteerism – there was no one who was championing the people in charge of creating tasks for volunteers and supporting volunteers in those tasks, and there was no one advocating for the resources those people need to do those jobs. I believe it’s why it’s been so hard to refute claims that the best way to measure volunteer value is by giving a monetary value to service hours, and why, in this era where everything is about community engagement, managers of volunteers at nonprofits have been largely left out of the conversation.

And, as I said the last time I blogged about this conference: if someone doesn’t update the Wikipedia page for the Association for Leaders in Volunteer Engagement (ALIVE) with citations OTHER than the ALIVE web site, the page is going to get deleted. I’ve donated a LOT of time to updating volunteering-associated pages on Wikipedia – it’s time for others to step in.

5 ideas erróneas que personas tienen sobre lo que implica hacer un voluntariado internacional

5 ideas erróneas que muchas personas tienen sobre lo que implica hacer un voluntariado internacional

A lo mejor la imagen de voluntarios internacional jugando fútbol con niños en África, construyendo una escuela, cocinando con las mujeres de una aldea o dando clases a una comunidad. Pareciera que la participación de una voluntarios en un proyecto en que se lleva a cabo en países en vías de desarrollo, lograra grandes y duraderas transformaciones, pero no es así. Este artículo presenta 5 ideas erróneas que muchas personas tienen sobre lo que implica hacer un voluntariado internacional. Esta información es de Hacesfalta. No hay un mejor lugar para encontrar información sobre todo tipos de voluntariado que Hacesfalta. Si usted está interesado en voluntariado internacional o micro voluntariado, este es el sitio para usted.

(Perhaps you picture the image of international volunteers playing soccer with children in Africa, building a school, cooking with the women of a village or teaching a community. It may seem that this kind of participation of volunteers in a project in developing countries will achieve great and lasting transformations, but it is not so. This article presents five misconceptions that many people have about what it means to volunteer internationally. This information is from Hacesfalta. There is no better place to find information in Spanish on all types of volunteering than Hacesfalta. If you are interested in international volunteering or micro volunteering, and you are a Spanish speaker, this is the place for you.)

And for my resources on this subject, in English:

  • Volunteering Abroad / Internationally: a Reality Check
    A review of the four different types of volunteering abroad programs, and how to improve your profile to be chosen by highly-competitive programs, such as the PeaceCorps.
  • transire benefaciendo: “to travel along while doing good.”
    Advice for those wanting to make their travel more than sight-seeing and shopping. This may be a better, cheaper option for you if you want to have an international experience and make a difference in some way.
  • Volunteering Abroad / Internationally: a Reality Check
    A review of the four different types of volunteering abroad programs, and how to improve your profile to be chosen by highly-competitive programs, such as the PeaceCorps.
  • Ideas for Funding Your Volunteering Abroad Trip
    If you need to raise money to pay for a short-term volunteering gig abroad, here are realistic ways to do so. Also has advice on how to choose a credible program.
  • Vetting Organizations in Other Countries
    A resource that can help you evaluate volunteer-placement organizations that charge you for your placement as a volunteer, as well as for people interested in partnering or supporting an organization abroad but wanting to know it’s a credible organization, that it’s not some sort of scam, or an ‘organization’ of just one person.
  • The realities of voluntourism: use with caution
    Voluntourism is really awful and really good. I’m totally against it and I support it. Confused yet? This opinion piece is my attempt to explain why voluntourism sometimes works and why, very often, it’s dreadful.
  • Volunteering To Help After Major Disasters
    Whenever a disaster strikes, hundreds — even thousands — of citizens in the USA start contacting various organizations in an effort to try to volunteer onsite at the disaster site. But what many of these people don’t realize is that spontaneous volunteers with no training and no affiliation can actually cause more problems than they alleviate in a disaster situation, particularly regarding disaster locations far from their home. If you want to be a part of the mobilization for a future disaster, here are tips to help you get into “the system,” get training, and be in a position to make a real difference.
  • Tax credits for volunteering (for residents of the USA) – includes information on tax deductions for volunteering abroad

UN mobilizes volunteers to research contribution of volunteerism in fragile communities and post-conflict environments

The United Nations Volunteers (UNV) programme, in partnership with ActionAid, the Association of Voluntary Centres (in Russian), the Beijing Volunteer Federation, the International Federation of Red Cross and Red Crescent Societies, the Japan International Cooperation Agency (JICA), and Volunteer Service Overseas (VSO), is deploying 15 national and international volunteer researchers to collect evidence on the contribution of volunteerism in fragile communities and post-conflict environments.

The volunteer researchers are currently deploying to 15 countries to gather evidence for the 2018 State of the World’s Volunteerism Report (SWVR) on the theme of “Resilient Communities: The Role of Volunteerism in a Turbulent World”. The volunteer researchers will spend up to six months living with different communities in Bolivia, Burundi, China, Greece, Guatemala, Egypt, Madagascar, Malawi, Myanmar, the Netherlands, the Philippines, Russia, Sri Lanka, Sudan, and Tanzania to generate evidence and data to inform the report.

More details of this deployment and research project.

Follow @UNVolunteers on Twitter to stay up-to-date on this project and know when the report will be released.

Previous reports from UNV include the State of the World’s Volunteerism Report 2015: Transforming Governance and the State of the World’s Volunteerism Report 2011: Universal Values for Global Well-being.

Also see:

Welcoming immigrants as volunteers at your organization

Disclaimer: this is not legal advice. I am not a lawyer. Any activity incurs risk. The author (me) assumes no responsibility for the use of information contained within this document.

graphic by Jayne Cravens representing volunteers
Volunteer engagement is so much more than getting work done
: it allows the community to see, first hand, what a nonprofit or other mission-based organization or program does, it allows a nonprofit or government program to cultivate relationships with certain demographic groups it might not otherwise, it creates stronger ties between a program and the community, and it can contribute to community cohesion, bringing together different segments of a population in a setting that can help build relationships and understanding.

All of these reasons for engaging volunteers are why it’s a good idea for mission-based programs to explore ways to welcome residents who are immigrants as volunteers. You are missing out on a tremendous amount of talent and energy if you are excluding immigrants as volunteers, and such exclusion contributes to community divisions.

Immigrants might be long-term residents of a neighborhood or community, but they can feel on the margins of such, for a range of reasons. They often have children in the local school system, work in a local job, attend a local community of faith, pay taxes, are affected by the same social, political, economic and environmental issues as other residents, etc., but may not feel included or welcomed to volunteer in their communities. Just like other people, immigrants care about children, the environment, people with disabilities, safety, local prosperity, animals and more in the places where they live.

There is no law preventing an immigrant from volunteering with nonprofit organizations in the USA, and most local government agencies, including public schools, also aren’t prohibited by law from involving immigrants as volunteers. This is in contrast to federal agencies, where there are some prohibitions (more on that later).

Here are ways to make your organization more welcoming for immigrants living in your community. Note that this is USA-specific information, and, again, note that rules regarding volunteer screening and engagement can be different for nonprofit organizations versus federal agencies:

If your nonprofit organization or local government agency currently says on its web site or in other material that a volunteer must be a citizen of the USA, reconsider that requirement. Such a requirement excludes green card holders – legal permanent residents – among others. Why would you exclude green card holders from volunteering as, say, volunteer firefighters or tutors in the local school system? Think carefully about why you have certain citizenship or legal residency requirements for volunteers, and unless you can come up with a specific reason for this requirement – for instance, some roles require a multi-state criminal background check because the volunteer would be working with children or other vulnerable populations – consider changing that protocol.

According to this web site from the USA National Park Service, citizens of countries other than the USA are eligible to participate in federally-sponsored volunteer programs only if they are accepted for one of the Exchange Visitor Program categories through a designated sponsoring organization that is certified by the U.S. Department of State. Individuals who are not USA citizens but reside in here may volunteer with a federal agency if they are a lawful permanent residents (green card holders); or if they are non-immigrant aliens with F-1 or J-1 visa status, who are bona fide students residing in the USA to pursue a course of study at a recognized, approved institution of education. Again, these are rules for volunteering with federal agencies, NOT with local government agencies, like public schools, nor with nonprofit organizations.

Also, note that the US military allows certain undocumented immigrants to serve.

If your organization requires volunteers to provide documentation to prove their identity, then state on your web site and in orientations for new volunteers that, at least for some volunteering roles, this could be a driver’s license or passport from any country, not just the USA. You could also ask for a consular identification card, which is issued by some governments to their citizens who are living in foreign countries (they are not certifications of legal residence within foreign countries). If you require proof of a local residence and a local mailing address, ask for a utility bill or housing lease. You can also ask for references from employers or officials of the person’s community of faith. It is possible to do criminal background checks on immigrants without social security numbers: even with just a person’s name and date of birth, many county and state criminal databases will indicate if any applicant has had any prior arrests or convictions. Make it clear to applicants if you are going to do this with their information (submit it to local law enforcement). You may want to check with the law enforcement agency that does your criminal background checks to ask them about their policy for working with U.S. Immigration and Customs Enforcement (ICE); many law enforcement agencies will not turn over any information to ICE without a court order, and if they have this stated policy (these days, it will be on their web site if they have this policy), you can let your volunteer applicants know.

Some organizations, such as public schools, require that volunteers provide social security numbers so that a particular type of criminal background check can be conducted, and in many cases, that requirement cannot change because it is required by a state law. But what can change is volunteer roles that are offered. Could you create volunteer roles that don’t require a criminal background check, because a volunteer is never alone with children or other vulnerable populations? For instance, nonprofits that do beach cleanups don’t do criminal background checks of the participating volunteers, nor ask for their social security numbers. Habitat for Humanity does not ask for this information for volunteers participating in house building. Nonprofit theaters and performing arts centers rarely do criminal background checks on volunteer ushers, who show people to their seats before a performance. Could you create such volunteering tasks that don’t require criminal background checks, because the volunteers are always in groups, never one-on-one with a volunteer, client, member of the public, etc.? For instance, in a public school, you could set the rule that only volunteers with a social security number and valid state ID would be allowed unsupervised access to children, for such activities as tutoring and to chaperone field trips, but allow other volunteers without social security numbers (but are vetted in other ways) to create murals or help at in-classroom parties.

(and remember that keeping children and other vulnerable populations safe requires MUCH more than a criminal background check – see this resource for more information)

No matter what form of identification you ask for, state clearly on your web site and in your orientation for new volunteers that you will not sell, trade or give this information to any other agency, that only your human resources staff and head of the organization will have access to this information (no other staff should be able to go through volunteer – or paid staff – files), and that you will not give these records to any law enforcement agency without a court order. Also clearly state that you will not voluntarily release personally identifiable data or information to any law enforcement agency, and will not release information that may be used to ascertain an individual’s religion, ethnicity or race, unless for a law enforcement purpose unrelated to the enforcement of a civil immigration law and only with a court order – or with the volunteer’s permission. Explain your photo release policy carefully, and give all volunteers the right to ask that a photo of themselves be removed from your web site.

Note in your communications with new volunteer applicants that no staff member at your organization shall grant ICE or border patrol agents access to your facilities for investigative interviews or other investigative purposes without a court order. You may want to put this statement on your web site as well.

Except when compelled by a law or a specific written policy, there’s no reason for an organization to inquire into the immigration or citizenship status of anyone. Talk to all employees, consultants and volunteers about what they should and should not ask of each other – not just immigration status, but also things like income, property holdings, health conditions (“Are you disabled?!”), etc.

Consider posting a sign such as the one below at your entrance and in your lobby, to make it clear you welcome all people to inquire about volunteering, about client services, etc.:


A group of volunteers supporting the Charlotte-Mecklenburg Schools in North Carolina was assigned to find a way undocumented immigrant parents could volunteer in their schools. This article is about their struggle and this article is about what they finally ended up doing.

My only other caution regarding involving immigrants as volunteers would be involving such in unpaid internships. An unpaid internship is volunteering, just as virtual volunteering, skilled volunteering, pro bono services, microvolunteering, episodic volunteering, group volunteering and all the other forms of donated, unpaid service are. But internships are full-time experiences and meant specifically to give someone on-the-job training for eventual paid work. The US Department of Labor is concerned both with the protection of jobs for United States citizens, and views internships as jobs, even those at nonprofits.

On a different note: A federal judge granted class-action status to a lawsuit filed in 2014 claiming thousands of detained immigrants were forced to work for $1 a day or nothing at all while in custody of ICE at Denver Contract Detention Facility. The forced labor could be considered a violation of federal anti-slavery laws, according to the Washington PostJaqueline Stevens, head of Northwestern University’s Deportation Research Clinic, said the Denver facility violated the federal standards of volunteer work programs in which many detainees are required to participate. Stevens’ research prompted the original lawsuit. “Just slapping the word ‘volunteer’ in front of ‘work program’ doesn’t exempt the prison firm from paying legally mandated wages any more than McDonald’s can use ‘volunteer’ senior citizens and pay them Big Macs,” Stevens told the Washington Post.

Here are more resources from other organizations:

  • National Volunteer Week: How Much Do Immigrants Volunteer? “Volunteering has long been shown to bring stability to neighborhoods and increase the level of cohesion and bonding among friends and neighbors. In communities with large immigrant populations, these are particularly desirable attributes, and places like New York City have already increased efforts to incorporate immigrants into social and political volunteerism… Our analysis produced some interesting takeaways that can help advocates and community leaders inspire more immigrants to join organizations—and, in turn, get more out of their participation.” From the New American Economy Action Fund
  • Increasing Knowledge Related to the Experiences of Undocumented Immigrants in Public Schools. This article describes the experiences of school personnel working with undocumented immigrants in public schools and the opinions and attitudes of school personnel. It was published in Educational Leadership and Administration: Teaching and Program Development, Volume 24, January 2013, ISSN 1532-0723 © 2013 California Association of Professors of Educational Administration
  • Parental Involvement in Schools. “Students with parents who are involved in their school tend to have fewer behavioral problems and better academic performance, and are more likely to complete high school than students whose parents are not involved in their school. Positive effects of parental involvement have been demonstrated at both the elementary and secondary levels across several studies, with the largest effects often occurring at the elementary level. A recent meta-analysis showed that parental involvement in school life was more strongly associated with high academic performance for middle schoolers than helping with homework. Involvement allows parents to monitor school and classroom activities, and to coordinate their efforts with teachers to encourage acceptable classroom behavior and ensure that the child completes schoolwork. Teachers of students with highly involved parents tend to give greater attention to those students, and they are more likely to identify at earlier stages problems that might inhibit student learning. Parental involvement in school, and positive parent-teacher interactions, have also been found to positively affect teachers’ self-perception and job satisfaction.”

Here are my own resources on related topics:

A grassroots group or nonprofit org = disorganization?

logoThree comments I received or read in the last few weeks via email or social media:

As a nonprofit, we can’t always make updates and changes to our web site quickly…

As an all-volunteer organization, we won’t be able to do much marketing for this event…

We haven’t replied to people that have posted on Facebook saying that they want to volunteer because we’re an all-volunteer movement and we’re progressing methodically…

Being a nonprofit, or being an all-volunteer organization, or being a grassroots group organizing a march, has nothing to do with a group or organization’s ability to:

  • make simple changes to its web site
  • market an event
  • provide quality customer service
  • have an up-to-date list of the board of directors or senior staff on the web site
  • say on the web site what volunteers do at the organization and how to express interest in volunteering
  • say on the web site what the organization needs in terms of volunteer support
  • respond to emails in a timely manner
  • refer all phone calls and emails to the appropriate person immediately
  • quickly reply to every person who wants to volunteer, even with a simple message that says “you will hear from us in the next two weeks with next steps”

Legitimate reasons for not doing those things is because the organization or group:

  • is suddenly and severely understaffed (mass staff walk out, mass layoffs…)
  • has other immediate, urgent priorities in that specific moment (building burning down, death of a client, etc.)
  • is inefficient
  • is disorganized

If you have ever wondered why so many people from the for-profit sector think nonprofits are incompetent, that people that work at nonprofits aren’t experts, this is why: because we use our nonprofit status, or our volunteer staffing, as an excuse for not being able to do the basics of customer service, management and marketing.

My reaction to someone who says As a nonprofit, we can’t always make updates and changes to our web site quickly… or As an all-volunteer organization, we won’t be able to do much marketing for this event… is this: maybe you should dissolve your organization, or seek new leadership for your organization and its programs. And my reaction to anyone that says their group doesn’t have time to respond quickly to every person that expresses interest in volunteering is this: in fact, you don’t have to involve volunteers at all, and you should say so.

Yes, I’m talking to all you folks organizing marches as well.

When you get an email from someone asking why certain information isn’t on your web site, or why you aren’t updating your Facebook page, or why your nonprofit wasn’t represented at some event, here’s an idea: apologize to the person for not having the information or activity that you should have had, tell that person you are currently understaffed, and ask if he or she would be interested in volunteering with the organization to help you correct this. For instance:

Thanks so much for the email noting that we haven’t updated our Facebook page for four months, and haven’t posted any information about our upcoming event. Our marketing manager is currently on maternity leave, and we are looking for a volunteer to help us with social media management for the next four months. Would you be interested in helping us? 

Or

Thank you for writing about your frustration about trying to volunteer with your organization. People that want to volunteer with us deserve a quick response to their expressions of interest. Would you like to help us do that? Would you be interested in volunteering to help us quickly respond to people that want to volunteer?

Yes, I know, I wrote a similar blog back in 2012.

Also see:

Involving volunteers: a cop out for paying staff?

Nurses in the Philippines are angry. They are being forced to work for free, or for a stipend on which they cannot live, while the hospitals where they are working call them “volunteers.” Some hospitals are even charging nurses for their “volunteer” work experience. Thousands of graduate nurses are paying hospitals and working for months without salaries under the guise of “training,” so the nurses can gain work experience and have an improved chance of being employed as a regular staff eventually. As a result of this exploitation, nurses have filed cases against four hospitals through the Philippines Department of Labor and Employment – National Labor Relations Commission in February and March. Nurses have also sought the help of a Philippines political party, the Ang Nars Party, which has been using its Facebook page to highlight their campaign against what they are calling “false volunteerism”. (Thanks, oh-so-awesome DJ Cronin, for the heads up about this situation!)

You can read more about this situation at the Nursing News, March 2, 2017, but be warned: this is a click-bait site, packed with advertising banners and in-text advertising links.

I am, of course, outraged about this situation in the Philippines. It’s the same outrage that prompted me to call on the United Nations to defend its involvement of full-time, unpaid interns. It’s not only horrible that these nurses are being exploited; these kinds of actions create campaigns opposed to some or all volunteering (unpaid work). No doubt the hospitals in the Philippines have happily talked about the value of volunteering only in terms of money saved in not paying staff, just as ILO, the Johns Hopkins University Center for Civil Society Studies, UNV, and others have encouraged them to do.  The result of this exploitation will be a further backlash against all volunteering in hospitals in the Philippines – and beyond. The fight against unpaid internships hurts volunteering. And all of this is because so many organizations see volunteers only as a way to not pay staff, to save money.

If you do not have a  written statement that explains explicitly why your organization reserves certain tasks / assignments / roles for volunteers, including unpaid interns, and that statement has NOTHING to do with not having enough money to pay staff, then you have no business involving volunteers, or unpaid interns, or whatever it is you want to call people you aren’t paying for work.

Good luck to the nurses in the Philippines. And good luck to hospitals in justifying future engagement of volunteers after making so many enemies to the term.

Also see:

volunteers scramble to preserve online data before government deletes it

Online volunteers aren’t always remote; hackathons and Wikipedia edit-a-thons bring together people in the same physical space, at the same time, to volunteer online, to code for good, to create content for the arts or under-represented groups or science topics on Wikipedia, and now, to preserve critical scientific data that is under threat by the new Presidential administration in the USA.

ProPublica found that the new administration edited an educational website for kids to significantly downplay the negative impacts of coal. The White House also removed all of the data from its portal of searchable federal data. The site previously included data on everything from budgets to climate change to LGBT issues. It now displays a message telling people to: “Check back soon for new data.” Staff under the new Secretary of Education have deactivated the Individuals with Disabilities Education Act (IDEA) web site. You can still see it at http://www.archive.org. That archived version is packed with information for parents of children with disabilities. If you go to the new web site, however, you’ll see a greatly-scaled back web site, with a lot of information no longer available.

Groups are organizing through traditional social tools like Twitter and Facebook to help preserve information before it disappears and to retrieve information removed from official government web sites.

This 25 February 2017 story on the CNN web site, Why Trump’s election scares data scientists, talks about Data Refuge, which was founded after the election with a goal of tracking and safeguarding government data. The volunteer group of hackers, writers, scientists and students collects federal data about climate change in order to preserve the information and keep it publicly accessible. In the past three months, Data Refuge has hosted 17 events where hundreds of volunteers learn how to copy and publish research-quality data. The group, which grew out of the Penn Program in Environmental Humanities, also monitors scientific research that depends on government funding because there’s concern this could dry up.

One platform, data.world, is a social network exclusively for people who want to find and collaborate on building data sets, much like how programming site GitHub lets coders collaborate on building apps. It already has tens of thousands of open government data sets available.

This 13 February 2017 Wired.com story, Diehard Coders Just Rescued NASA’s Earth Science Data, talks about volunteers coming together across the USA to preserve online scientific information and other info they fear will be permanently removed from government web sites under the Trump administration, and building systems to monitor ongoing changes to government websites. By the end of one day, one group had collectively loaded 8,404 NASA and DOE webpages onto the Internet Archive, effectively covering the entirety of NASA’s earth science efforts. They’d also built backdoors in to download 25 gigabytes from 101 public datasets, and were expecting even more to come in as scripts on some of the larger dataset finished running.

But there is still much work to do. “Climate change data is just the tip of the iceberg,” says Eric Kansa, an anthropologist who manages archaeological data archiving for the non-profit group Open Context. “There are a huge number of other datasets being threatened with cultural, historical, sociological information.” A panicked friend at the National Parks Service had tipped him off to a huge data portal that contains everything from park visitation stats to GIS boundaries to inventories of species.

Some of these efforts on Twitter:

@DataRescueBOS

@SeattleDataResQ (the photo above is from Seattle’s hackathon – used with permission)

Also see:

Advice for and examples of One(-ish) Day “Tech” Activities for Volunteers

Hackathons for good? That’s volunteering!

Where are the evaluations of hacksforgood/appsforgood?

Open Air Hackathon – Nonprofits Get Web Sites, Designers Get Accessibility Training

Wikipedia needs improvement re: volunteerism-related topics

vvbooklittle The Last Virtual Volunteering Guidebook, by Susan J. Ellis and myself, is our attempt to document all the best practices of working with online volunteers, from the more than three decades that virtual volunteering has been happening. It’s available both in traditional print form and in digital version. Thanks to everyone who has purchased it so far! Bonus points if you can find the sci fi/fan girl references in the book…

Creating a Speak-up Culture in the Workplace

speak upMission-based agencies – nonprofits, non-governmental organizations, charities, government offices, schools, etc. – are often thought of as being in the business of doing good rather than the business of making money. We like to believe, therefore, that such programs are naturally, inherently good, righteous, even superior. We like to believe that, at such programs, everyone – employees, consultants, volunteers and program participants – is on the same page when it comes to honest practices and integrity.

However, the reality is that such agencies are run by humans, and humans suffer lapses in ethics, common sense and judgment. Humans are fallible and, therefore, mission-based organizations are fallible.

I don’t know of many nonprofits or government programs that make ethics a written, central priority to their operational strategy. According to the Ethics and Compliance Initiative, research shows that such a practice can reduce misconduct “by as much as 66 percent in organizations with effective programs,” as noted in this article “Before the Whistle Blows: Creating a Speak-up Culture at Work,” from August 2016 in Workforce magazine. Yes, the author is talking about for-profit businesses, but I can’t imagine anything in this article isn’t also applicable, and essential, to the mission-based world.

The subtitle of the article is “Creating an environment in which employees feel empowered to speak up when they suspect wrongdoing starts at the top.” I would love to go to an entire workshop on this subject, and see such workshops offered at any and all conferences for managers of volunteers and conferences regarding any kind of nonprofit management.

From the article:

Creating a “speak-up” culture puts a premium on ethical decision-making across the board with responsibility shared by all. But setting the tone and promoting that culture rests squarely on the shoulders of organizational leaders. Their endorsement and modeling create an atmosphere of openness and trust that reassures employees who are understandably anxious about coming forward, whether out of fear of being let go or fear of being ostracized. Leaders who take employee concerns seriously and follow through send a strong message about integrity.

That should be a wake-up call to all senior staff at mission-based organizations. How many of you have communicated your views to your staff regarding ethical behavior?

The heart of how to create such a speak-up culture is this, at least IMO:

Make sure that managers and supervisors receive thorough training in how to respond to and guide employees who come forward. These sessions may also expand to include full team training with hypothetical scenarios or case studies. Simultaneously, the organization ensures that the ethics and compliance policy is clear on how violations are identified and acted upon. Employees must know what constitutes misconduct within the organization and at what point it should be reported. From there, employees need to know the methods available for speaking up. A high quality ethics program will have multiple methods for reporting concerns.

The profound failures at Penn State to address reports of suspicions of crimes against children and to warn people if their safety might be threatened, all regarding former assistant football coach Jerry Sandusky, convicted of child molestation while working at Penn State, should give every organization pause. There was no “speak up” culture at Penn State, and not just within the athletic program. I remain flabbergasted as I read about the case – and I read extensively about it – that people did not report what they saw, or if they did report, those who received the information did not act appropriately about it. And I wish I could say it was the exception, but I quiz organizations about their reporting procedures regarding suspected misconduct and, more often than not, find they do not have such. Many will say, in their defense of not having any procedure, “Well, we haven’t had any problems!” And I say, “So far.”

Every organization is different in how it should set up methods for reporting suspicion of misconduct or unsafe conditions, for response to such and for follow-up. In addition to getting legal advice on how it should be done, creating procedures can be a terrific exercise for employees and volunteers – they will be buying in to it by designing it. But you have to create a trusting environment where participants feel comfortable asking questions and discussing sensitive topics, such as what they think they should do if they:

  • hear a client telling a joke that is racist or sexist to a staff member
  • have seen an employee, consultant, volunteer or client use an organization’s device and/or Internet access to visit pornography sites
  • know a staff member is taking equipment home without permission
  • learn that an adult volunteer frequently texting with an under-aged teen volunteer
  • suspect an adult volunteer at your organization is dating a minor he or she met through your organization

How will you create that trusting environment? That’s the subject of another blog.

Also see: