Author Archives: jcravens

About jcravens

Jayne Cravens is an internationally-recognized trainer, researcher and consultant. Her work is focused on communications, volunteer involvement, community engagement, and management for nonprofits, NGOs, and government initiatives. She is a pioneer regarding the research, promotion and practice of virtual volunteering, including virtual teams, microvolunteering and crowdsourcing, and she is a veteran manager of various local and international initiatives. Jayne became active online in 1993, and she created one of the first web sites focused on helping to build the capacity of nonprofits to use the Internet. She has been interviewed for and quoted in articles in The New York Times, The Wall Street Journal and the Associated Press, as well as for reports by CNN, Deutsche Well, the BBC, and various local radio stations, TV stations and blogs. Resources from her web site, coyotecommunications.com, are frequently cited in reports and articles by a variety of organizations, online and in-print. Women's empowerment and women's full access to employment and education options remains a cross-cutting theme in all of her work. Jayne received her BA in Journalism from Western Kentucky University and her Master's degree in Development Management from Open University in the U.K. A native of Kentucky, she has worked for the United Nations, lived in Germany and Afghanistan, and visited more than 30 countries, many of them by motorcycle. She is currently based near Portland, Oregon in the USA.

your nonprofit is still relevant during COVID19 – SHOW HOW

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If you are a nonprofit focused on helping the homeless, addressing hunger or nutrition, helping people with a chronic illness or children or seniors, helping people with addiction issues, your services are still hugely in demand and it’s easy for people to see how your nonprofit is relevant during COVID19 and all that it’s bringing to individuals and the community-at-large, like unemployment, social isolation and being homebound without onsite visits. I’ve noticed many nonprofits trying to address domestic violence have done an excellent job at messaging these days, noting that the requirements to stay at home have created a very dangerous scenario for those they try to serve and what they are trying to do to address that. If you represent such a nonprofit, you may even have seen a spike in donations as a result.

But if you are a nonprofit focused on live theater, artwork, dance, history, recycling or some other thing that isn’t directly, obviously related to the consequences of COVID19, it can feel like you are being lost amid all the calls for continuing to support nonprofits and addressing this pandemic.

ALL NONPROFIT ORGANIZATIONS MATTER to SOMEONE, at the very least. If a nonprofit doesn’t matter, it shouldn’t exist.

This is not the time to pause your nonprofit’s communications, wait for things to get better and hope people will remember your nonprofit when we’re through this, or to think that relaunching your public activities once public gatherings can happen again will immediately bring people back to engaging with your program and supporting it financially. Instead, your nonprofit, no matter its focus, needs to be thinking about what messages it can send out on its blog and social media channels, linked from its web site, about its work that will be relevant in these times. It needs to strategize about how to get those messages out and how to invite digital engagement on them as well.

Here are some ideas:

  • Historical societies and history museums need to be posting about what the culture or community they are focused on did in the past regarding an epidemic, a pandemic or other widespread hardship, with photos, any first-person stories they have on file or accounts by others. Did your city experience the so-called Spanish Flu and, if so, what happened in that time? Share stories of hope, courage, sorry, and with each message, remind people what your organization does to preserve local culture. This doesn’t have to be one major online publication – you can publish just one thing once a week, even twice a week. Always invite feedback on such – some people may have photos and diaries they would like to share with you from that time.
  • Historical societies should be finding free broadcasts of history-related topics (such as on public television) and encouraging home-based live-watch parties, and for everyone in their own community that’s watching to share thoughts as they watch on a Facebook thread or Tweet chat designed for them to share such. At least some of these quotes will demonstrate the power of learning about history and be great in a grant proposal.
  • History societies and groups focused on specific ethnic cultures should be sharing how people can get started on their own family history and ancestry projects: how to ask for info from family members, how to record that information (scanning, how to use a smart phone to record, etc.,), options for sharing that information with just family, or with the public, etc.
  • Community theaters should be posting stories about places and pieces related to any discussion of disease, or noting the ways past epidemics or pandemics have affected live theater in the past. Share these stories with the intent to say, “And live theater SURVIVED!” A group of online volunteers, recruited from your current home-bound volunteers or newly recruited, could help you compile enough information to share something every week – even twice a week. Maybe even every day.
  • There are art museums that are having a field day with social media during this crisis, such as the Getty, which has asked people to recreate famous painting scenes using whatever they can find in their own house. Check out a few of the Getty’s picks on its Instagram, and don’t forget to take a peek this hashtag. It’s a campaign that’s not only gone viral, it’s reminded people of just how images from art influence our lives and kept that museum relevant.
  • Operas could post people performing songs in operas, like La Traviata or La bohème, where a character is singing while dying and talk about how the performing arts have never flinched from portraying human suffering, and how that art can help people handle the horrors around them.
  • All performing arts groups – theaters, operas, dance companies, choirs, etc. – should be finding free broadcasts of performances by ANY group related to whatever art they themselves produce and encouraging home-based live-watch parties, and for everyone in their own community that’s watching to share thoughts as they watch on a Facebook thread or Tweet chat designed for them to share such. At least some of these quotes will demonstrate the power of performing art and be great in a grant proposal.
  • All arts groups should be posting messages regularly now about the links between producing art and experiencing art and the positive effects on such regarding mental health.
  • A nonprofit that produces a farmer’s market or artisan market should ask its clients to make short videos about what they are doing now – both challenges they are facing and what they are still producing and ways people might be able to order it online or pay for it in a safe exchange that involves a lot of physical distancing and no close contact whatsoever.
  • Many animal shelters and rescue agencies have done a brilliant job promoting now as a great time to foster an animal from the shelter, since families and individuals are homebound anyway, and it’s resulted in a windfall of great foster families for many shelters.
  • If your nonprofit promotes sports, the outdoors or an outdoor activity, this is a time to be interviewing people online who have benefited from your programs over the years, and sharing those stories online, to say, “This is why sports / this activity matters. This is how we have impact.” If you don’t need to do fundraising for activities, you could fundraise for equipment you will use once your operations resume. You could also be sharing with people how to clean and repair whatever equipment is associated with the sport or outdoor activity, or an at-home exercise that could help build strength or balance to help in engaging in that sport or outdoor activity.

Your volunteers would love to come up with their own ideas about what your nonprofit should be saying and doing to stay relevant now. You can bring them all together in a conference call or put one volunteer in charge of gathering their ideas, calling and emailing each one. Emailing is great – but calling someone is even better, in most scenarios. This doesn’t have to be a one-time ask: they should be given multiple opportunities to share their ideas with you, and opportunities to help bring those ideas to fruition.

Always invite feedback on what you are sharing, and track this feedback. You can use this to show the impact of your COVID19-related activities to potential funders.

And a reminder that there has never been a better time for your organization to launch activities and roles for online volunteers. How they could help you with the aforementioned activities should be obvious. Here are even more ideas, from my last blog.

If you have benefited from this blog or other parts of my web site and would like to support the time that went into researching information, developing material, preparing articles, updating pages, etc. (I receive no funding for this work), here is how you can help. 

How to Immediately Introduce Virtual Volunteering at Your Program (How to Involve Online Volunteers Right Away)

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(Original title: “NEVER a better time to explore Virtual Volunteering than NOW”)

The precautions being taken in communities around the world may feel like we are becoming more isolated from each other. Virtual volunteering is a fantastic way to bring us all closer together and fill our home-based time with meaningful activities that make a difference.

In this time of home quarantine and in-person social physical distancing because of COVID19, there has NEVER been a better time for your program to quickly create online tasks and roles for your volunteers – you need the volunteers and they need you! There are so many things volunteers could be doing for you, right now, to help your program and clients, without any investment in new systems or equipment.

The longest list you will find anywhere of online tasks and roles for online volunteers is here on the list of examples at the Virtual Volunteering Wiki, which is updated regularly.

In particular, it’s a great time for your volunteers to get busy right away and:

  • caption your videos on YouTube so that people with hearing impairments and people who are in an environment where they cannot listen to them can experience them.
  • transcribe your program podcasts so people can read them (many people prefer reading to listening, and it also improves search engine optimization).
  • edit a video or podcast one of your staff has recorded from their home office, adding titles, intro music, etc.
  • beta test your new online orientation for new volunteers that will, eventually, work onsite (which you have been working on all this time so that volunteers don’t have to come onsite for that orientation – RIGHT?!?).
  • put appropriate keyword tags on your photos on Flickr or some other online photo archive.
  • brainstorm social media messages for a variety of platforms (Facebook, Twitter, Instagram, etc.) based on your program’s messaging goals.
  • create new pages for your web site.
  • put appropriate alt text on all of your photos and graphics on your web site, making the site more accessible for people with sight impairments.
  • get rid of all “read more” and “click here” links on a web site, replacing them with descriptive links, so that the web site is more accessible for people with disabilities.
  • make sure every page on your web site has an appropriate title in the title tag (this helps with SEO and the title automatically appears in many sites whenever someone types in the URL).
  • monitor the news to look for specific subjects your program needs to be aware of.
  • monitor Quora, Reddit or other popular online communities, to answer questions on a particular subject or about a particular organization, to refer people to a web site that will answer their questions, to counter fake news/misinformation on a particular subject, etc.
  • translate documents (and proofreading the translations by others).
  • November 19, 2020 updates:
  • look at Reddit and make a list of subreddits – online communities – where you should post information about volunteering, events, or educational/awareness messages. See if the volunteers that undertake this task come up with the same list.
  • interview the person who answers the main email and phone the most, and the person he or she transfers the most calls to or forwards the most emails to, and find out what the program’s Frequently Asked Questions (and their answers) are, then recruit a volunteer to prepare such as a new web page for your web site.
  • transcribe text you have in PDFs on your web site to text, for new web pages or to add to current web pages (this makes the content accessible for people with disabilities and improves your search engine optimization).
  • add titles, or make appropriate titles on every page of your web site (in between the <title> and </title> tags in the HTML). This helps with their accessibility for people with disabilities.
  • fill out your YouTube video descriptions completely with the full name of your organization, the content of the video, keywords and a link to your web site.
  • create lists on Twitter.
  • compile and prepare information for your organization’s web site that shows your organization’s credibility and accountability.
  • evaluate your web site in terms of the information about and for volunteers that is and isn’t there.

You don’t need any special training to have your current volunteers, already-vetted volunteers engage in these aforementioned virtual volunteering activities – just send them the list of possibilities and ask them if they know how to do any of them!

This is also great time for you to start strategizing to be even more ambitious regarding virtual volunteering at your nonprofit, non-governmental organization (NGO), charity, government program or school. What about:

  • Having a lead volunteer organize a survey of other volunteers to find out how they view success and challenges at your organization in volunteering so far? The data gathered could reveal successes and problems with your volunteer engagement you didn’t know you had and provide critical data to make improvements and to include in grant proposals.
  • Asking volunteers to take selfie videos describing what they like about volunteering with you, and then recruiting an online volunteer to edit these together into a celebration video of your volunteers? The result would be a fantastic volunteer recruitment and recognition tool – and create a tradition you should do annually, even without a pandemic lockdown.
  • Exploring tutoring or mentoring students regarding homework, writing assignments, online safety, professional development? If your program serves young people in some way, this could be a terrific extension of your services.
  • Ask volunteers to look through Wikipedia and make a list of pages that you think should mention or cite your organization, or that your organization could improve. If you are a historical society, are all the pages regarding your local area as detailed as they could be regarding local history? If you are an environmental group serving a region, do pages regarding local geography note information about flora, fauna and environmental issues? After volunteers and staff compile pages you think should be updated, create a work plan with volunteers on how this will happen.
  • Is there a way that a single employee or volunteer could be onsite inside your facility, isolated from everyone else, to scan photos and other documents you have on file? The resulting scans could be shared online, on Flickr, for instance, and your online volunteers could then properly describe and tag them. This can help better document your program’s history, which further establishes your institutional credibility and better celebrates past employees, volunteers and donors.
  • Revisit your staff policies. Do you need to expand policies regarding online safety, use of social media or confidentiality? Many of your volunteers would love to re-read policies, research those of other organizations, and then meet together online to make recommendations.
cover of Virtual Volunteering book with hands raising up various Internet connected devices

An easy, affordable way for you to take a deep dive into expanding virtual volunteering at your organization and exploring how to use the Internet to support ALL of your volunteers, including your traditional, onsite volunteers, is via The Last Virtual Volunteering Guidebook, which I wrote with Susan Ellis. It is the most comprehensive, detailed resource available regarding virtual volunteering, and a copy of my book is far cheaper than hiring me to do a workshop! There are just 120 print copies left and I would love for you to have one – or more! You can buy the book directly from me. Virtual volunteering is a practice that’s more than 30 years old, and the suggestions in this book are time tested – and were just tested recently in an intense project involving more than 150 online volunteers!

Are you someone that wants to engage in volunteering from home? If you don’t already have a relationship with a program that you can contact about doing the aforementioned activities, check out this list of sources for virtual volunteering – the most comprehensive you will find anywhere.

April 8, 2020 Update: I have a new video making an urgent plea regarding a mistake many reporters, bloggers, nonprofits and others are making in talking about virtual volunteering. The video is about four-minutes long.

April 13, 2020 Update: Another new video! I lead virtual volunteering workshops in the 1990s & got big pushback from nonprofits asserting that an online program could never be safe. Now, many programs are launching brand new virtual volunteering programs, bringing online volunteers together with people in senior living homes, or with teens, and on and on. And that change is great, however, these programs need to think about safety! My newest video has more info and is about five-minutes long.

August 11, 2020 Update: I added more ideas under “strategizing to be even more ambitious regarding virtual volunteering.”

If you have benefited from this blog or other parts of my web site or my YouTube videos and would like to support the time that went into researching information, developing material, preparing articles, updating pages, etc. (I receive no funding for this work), here is how you can help. 

Blog on hiatus while I’m in Mexico

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For most of March, I will be on a road trip via motorcycle all the way through Baja, California in Mexico, top to bottom and back.

Therefore, I’ll be taking a break from blogging for a few weeks. I also won’t be working, so as this blog is moderated, no new comments will be posted until I’m back and can moderate them. I have no idea how often I will have Internet access but I’m guessing it will NOT be often – so I hope that, if you need to reach me, it can wait until the end of March!

In addition, I will not be able to fill orders for The Last Virtual Volunteering Guidebook while I am gone.

If you have benefited from this blog or other parts of my web site and would like to support the time that went into researching information, developing material, preparing articles, updating pages, etc. (I receive no funding for this work), here is how you can help. 

Saying “no” to recruiting volunteers for certain tasks

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Volunteer recruitment has always been easy for me. Often, when I post an assignment to a third-party platform like VolunteerMatch on behalf of whatever nonprofit I’m working for, I end up having to take it down two days later, because I get plenty of candidates to choose from.

I try to craft volunteer roles in a way that will benefit the volunteer (enhance or show-off skills, give them an opportunity to be involved directly in a cause, maybe even have fun). I also am explicit about why the task is important to the organization and those we serve. And I’m detailed in the role description of exactly what the expectations are in terms of time commitment and deadlines.

I also almost always get to make a commitment to involving volunteers in my work at a nonprofit – if I’m working for a nonprofit that already involves volunteers. I don’t involve volunteers in my work because “I have all this work to do and I can’t afford an assistant.” I do it because I think volunteers might be the best people for a task – like when I need more neutral eyes, when I need people who might be more critical in surveying participants or in reviewing the data they are compiling than a paid person. I do it because I think non-staff should get to see how a nonprofit works in a transparent, first-hand way – and I think those people turn into amazing advocates back out in the communities around the organization.

Sometimes, other staff see these volunteers involved in my work and are inspired to involve more volunteers in their work too. But they often just see “free labor” and want to treat VolunteerMatch like Task Rabbit: we’ve got work to do, let’s find someone to do it – for free!

I once had a staff person ask if I would recruit a new volunteer for her to serve food and then clean up after a breakfast meeting. I said no. At this particular organization, I believed strongly that every volunteering opportunity should include an emphasis on the volunteer learning what the nonprofit did, who it served and why the nonprofit was needed. Serving food and washing dishes didn’t do that. I also felt like involving volunteers in this way would contribute to the idea that so many staff members have at that organization: volunteers are free and do stuff we don’t want to do. I also didn’t like the idea of board members thinking of the “other” volunteers as merely waitresses and dishwashers.

It’s not a black or white issue: if someone contacted me and said, “I urgently need volunteering hours for court-ordered community service,” I might offer them that waitressing and dishwashing volunteer gig, knowing how hard it is for them to get the hours they need, but I would also offer all the other volunteering opportunities we have available as well and, if the volunteer was qualified, consider them for other, more significant roles too.

If this was a big fundraising event for the nonprofit, I might feel differently about having volunteers staffing the coat check, making sure there is plenty of coffee and helping clean up – but I would recruit the event-support volunteers from the ranks of our current volunteers, and those volunteers would be identified to all attendees: “We want to let you know that the staff you see here helping you all have a great experience here tonight are some of our volunteers. These are the volunteers who work with our clients, work on our web site, edit videos for us, research grants for us, etc. They are students, web designers, lawyers, job seekers, etc. They are here tonight, as volunteers, to further show their support for our organization and we encourage you to talk to them about what they do as volunteers for our organization.”

Why am I so concerned with the appropriateness of volunteer roles? The titles alone on these blogs and web pages that I have written should explain why – but if they don’t, then you’ll need to read them:

If you have benefited from this blog or other parts of my web site and would like to support the time that went into researching information, developing material, preparing articles, updating pages, etc. (I receive no funding for this work), here is how you can help. 

Too much text on the web? Bollocks

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I have always believed content drives design for any communications product, from a paper brochure to a website. What good is a supposedly “well designed” or “eye-catching” poster, billboard, flyer, manual or website if it doesn’t get the result you want – and the result is not just people looking at it and saying, “Oh, what a lovely design,” but what they DO and how they THINK after experiencing that product.

I will never forget being handed a company brochure at a nonprofit where I had just started and being told, “It won a design award!” I looked it over and said, “The text is too small for someone who needs glasses to read and dark green text on a light green background makes it really hard for ME to read as well.” I didn’t last long at that job…

Then there was the designer who so proudly presented me with his design for an upcoming event, and it was beautiful, but it was missing the date, the time and the location of the event, and it implied the event would be something that it wasn’t. But, hey, it was pretty! He was crushed when I told him he had to add the necessary info. “But… it ruins the design…” he sighed…

And then there was the nonprofit that decided it wanted to delete at least half the text off of its web site. It did so, resulting in an onslaught of email from people asking for more information, and me having to constantly cut and paste, over and over, the information that used to be on the web site.

My attitude about text – about the importance of clarity and completeness over just brevity for brevity’s sake – puts me at odds with many a designer. But it recently put me at odds with people who believe “too much text intimidates young people” and, therefore, you should cut down on the number of pages on your web site.

Bollocks.

Yes, I get it – most people don’t read everything on a web site. That has ALWAYS been true. I have always known people don’t go to a website and read it like a book – they go to a website, read the home page, and if they are enticed, or in need of certain information, they click on something and read more.

What’s great about the web is that you can create a site that appeals to BOTH of those groups of information consumers, those who just need a bit of info, and those who want to dive deeper.

Also, people often go to a web site not as a fresh, new visitor who need something shiny waved at them to be intrigued – there are those that go to a web site looking for specific details. They may be a current volunteer who wants to get clarification regarding the purpose of your organization’s community engagement. They may be someone who wants to understand more about why the issue your nonprofit addresses exists at all. They may be someone who is doing a reference check on someone claiming to be on your board. It may be a CURRENT STAFF MEMBER who wants to stay on brand/message, and to do that, needs to know what the official wording is regarding some program or practice.

How many times have I joined an organization as a new employee or consultant and my only source for vital historical information I need is the organization’s web site? And how many times has the organization not had that vital information on their new, shiny, modern, streamlined website, so I have to go find it on an old version of their site on the Internet Wayback Machine?

Absolutely, when someone opens a web page, they shouldn’t feel overwhelmed. Some are overwhelmed by lots of text. I’m overwhelmed by lots of photos – because I rarely go to a web site for photos, I go for information, and I feel like I’m lost in a sea of images and I search for real, actual information I need.

The philosophy is to put JUST enough information on a web page to get people to sign up for an event, put JUST enough to get people to buy a ticket. I get that. And, certainly, for landing pages, it’s a good philosophy. But there are many users who are going to need more information. So why not have a link to more information so people like me, who are NOT going to buy that ticket or sign up to volunteer based on just a paragraph or two, can dive deeper? Believe me, there is PLENTY of room on your web site for that additional information. There is plenty of room on the web for more web pages.

One last note: I have once again been in a position to create tasks for volunteers and then to recruit and involve volunteers in those positions. I tried the less-is-more for role descriptions – and ended up with an endless number of questions from volunteers, asking for all those details I was leaving out of my pithy recruitment posts. Lesson learned: I went back to long-form.

If you have benefited from this blog, my other blogs, or other parts of my web site and would like to support the time that went into researching information, developing material, preparing articles, updating pages, etc. (I receive no funding for this work), here is how you can help. 

“Gender & Politics” Panel, Washington County, Oregon

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Last week, I had the honor of moderating a panel discussion on “Gender & Politics” in Washington County, Oregon. The discussion was hosted by the local chapter of the American Association of University Women (AAUW) and was held at Taylor Auditorium at Pacific University.

The panel featured three women holding voter-elected offices in Washington County: See Eun Kim, a Hillsboro School Board member, Kate Grandusky of Gales Creek and the Forest Grove School Board, and Felicita Monteblanco and Chair of the Tualatin Hills Park and Recreation District Board of Directors.

Women’s involvement in government, and their overall civic engagement, is something I’m passionate about. I’ve participated in initiatives that support this abroad, including in Afghanistan, and it’s fascinating to participate in initiatives here in the USA – so many of the challenges are exactly the same. Since moving to Oregon in 2009, I made it a personal mission to encourage more civic engagement by everyone, including women, by posting on various social media channels every publicly-announced opportunity I could find for the public to hear from city council members and county officials where I live, local state representatives and senators and national officeholders, as well as those running for any elected office. I’ve also made it a goal to engage much more myself, such as serving on the Canby Bicycle and Pedestrian Committee, the Forest Grove Public Safety Advisory Commission and the Washington County Cultural Trust, as well as joining and volunteering with the League of Women Voters – Washington County Unit.

It was because of these activities that I was invited to be the moderator of this gender and politics panel here in the county where I live in Oregon. It was an opportunity to hear first hand from local women about their experiences in running for public office, the systemic changes needed they might think are needed for more women in office, and what we can do to encourage more women to run. And it was a terrific cross-section on the panel, in terms of ages and ethnic identities.

Before the discussion began, I noted a few things about women in politics in the USA and in Washington County, Oregon specifically:

  • Women make up at least half of the population here in the USA. Yet, as of now, women represent just over 20 percent of US Congress members – but that’s IS a record with just over 100 women serving. One of those members is the representative for our area here in Oregon, Suzanne Bonamichi (yeah!).
  • While it’s a record number of women overall in the US Congress, it’s the lowest number of Republican women in the House in a quarter-century (just 13).
  • Women have run for President and for Vice President in the USA, but have never held those offices. Meanwhile, many other countries, including the UK, Germany, New Zealand, and Pakistan are, or have been, lead by women.
  • In Washington County, of our 13 Oregon state representatives, 6 are women – that’s almost half.
  • There are five members of the Washington County Board of Commissioners, and two of them, including the chair, are women. The chair is Kathryn Harrington and member Pam Treece represents District 2.
  • In Forest Grove, where the panel was held, of the seven members of the city council, three are women: Councilor Elena Uhing and Malynda Wenzl, both elected, and the newest council member, recently appointed Councilor Mariana Valenzuela.

Some food for thought I offered as moderator to set the tone for the evening:

  • 2018 data from the Pew Research Center shows that Republican and Republican-leaning women are roughly twice as likely (44 percent) as Republican men (24 percent) to say that there are too few women in office, and are also significantly more likely to say that it’s easier for men to get into office.
  • Majorities of Republican women, Democratic women, and Democratic men say that women have to do more to prove themselves, compared to that 28 percent of GOP men. Likewise, while nearly half of GOP women and majorities of Democrats believe discrimination keeps women from office, compared to just 14 percent of GOP men.
  • Republican women are also significantly more likely than men in their party to say that sexual harassment, differences in party support, and voters “not being ready” to elect women keep women out of office.
  • Like Republican men, Democratic men are significantly less likely than their female counterparts to believe that Americans “aren’t ready to elect a woman to higher office.”
  • The poll also shows that Americans see women and men as having different abilities regarding both leadership and policy.

Some things I learned from the panelists’ comments:

  • None had run for office before and all said a version of, “I didn’t know how to run. I never did anything like this before!”
  • Two of the three were graduates of the Emerge program and said it was incredibly helpful in their campaigns. Those two also felt being mentored by women who had run for office was essential to their success and says there is a need for even more mentoring.
  • All three said personal connections with the community they wanted to represent and “social capital” were fundamental to their success as candidates and as officeholders. All of them knew a lot of people in their communities and were trusted by those people.
  • Two noted that women need to start asking, explicitly, for childcare to be provided at candidate forums, city council meetings, school board meetings, etc., if we truly want more women involved in politics.
  • One noted that, for many women, “We do not look in the mirror and see a candidate. But many men do look in the mirror and say, ‘I should run for office!” She also talked about imposter syndrome (something that I also suffer from!).
  • Two members of the panel noted that it was important to never be embarrassed to ask questions or to not know Roberts Rules of Order, that if someone says, “You are not following the rules!”, immediately ask for guidance and advice on how to do it.
  • One emphasized something I emphasize myself: go to the meetings of the government body you want to serve on. If you are going to run for school board, you need to be going to school board meetings. Become familiar, first hand, with how it works.

Here is the article in the Forest Grove News-Times newspaper about the event, and it does a good job of summarizing the candidates’ comments from the evening.

Questions I didn’t get to ask:

  • Do you feel like people have treated you differently as a candidate or serving in office because you are a woman and, if so, could you give an example of this?
  • How do you handle criticism?
  • How do you achieve work/life/office/family/volunteer balance?

An observation that I found startling as I listened to the panelists: they were focused on policies and actions regarding health, education, housing and the environment – and never once mentioned anything about how to help businesses. I don’t think any are anti-business, but I find it fascinating that talk of business-friendly policies that absolutely dominate political discussions with male candidates and officeholders wasn’t mentioned at all by these panelists.

As moderator, I tried to keep my statements at the event at a minimum – this was an event to hear from the panelists, not me. But what I would add to the advice about getting more women to serve in office:

  • Take your daughters, other female family members and friends to a city council meeting, to a school board meeting, to a candidate debate, or anything else that would expose them to how local government works.
  • Encourage your daughters, nieces, sisters, etc. to run for leadership roles at school or in any groups they are in. Celebrate them even if they don’t win the leadership position.
  • Discourage everyone in your life from disparaging a female candidate or an officeholder’s appearance – her hair, her makeup, her style of clothes, etc. – and her voice. Encourage discussion instead of a candidate’s opinions, positions and actions, including criticism. Watch carefully what you yourself say about any female officeholder, candidate or other leader (or aspiring leader).
  • Teach young women how to walk into a room for the express purpose of networking. Talk about how to approach a group, how to introduce yourself, how to shake hands, how to be culturally appropriate if you realize someone might not shake hands, etc.
  • If you have any doubts about your public speaking abilities, join your local chapter of Toastmasters.
  • Remember that you have EVERY right to take up space in any room, in any conversation. Take up that space and own it.

I could say so much more… I desperately want a diversity of more women on citizens’ advisory committees, including planning commissions, in addition to wanting a woman President and Vice-President. I want to support that happening anyway I can.

Also see these related blogs:

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Are Accessible Web Sites Only For Companies That Can Afford Professional Web Designers?

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A web site for any company based in the USA that is inaccessible to visitors with visual, auditory, or other disabilities may violate the Americans with Disabilities Act (ADA), according to a recent federal appeals court decision in Robles v. Domino’s Pizza. This decision includes nonprofits’ websites, according to “Ninth Circuit Ruling Bolsters ADA Website Accessibility Suits: Risks for Nonprofits,” by DC-based law firm Venable.

But just as important as the legal aspects, a web site that is not designed to be accessible for people with disabilities – people who use verbal screen readers, people who use screen magnifiers, people with mobility issues that use assistive tech and cannot use a mouse, etc. – locks out potential customers, clients, employees, volunteers, donors, and other supporters. People with disabilities in the USA comprise more than 19 percent of the people living in the country, an even larger percentage than Hispanics and Latinos, who are the largest ethnic, racial or cultural minority group in the USA, making up 15 percent of the population. Law or no law, can any nonprofit really afford to leave out so many, many people?

71% of people with disabilities leave a website immediately if it is not accessible, according to 2017 research conducted by the governance committee of Section508.gov in the USA, as quoted on this 3playmedia website.

The population that needs accessible web sites includes people who don’t identify as people with disabilities. People who wear glasses, for instance. I wear reading glasses and have started using the accessibility feature on my laptop and phone that automatically makes text large – but it doesn’t work with a web site that isn’t designed to be responsive to such settings.

You don’t have to be a professional web designer or developer to produce a basic, content-rich web site. You don’t have to be a professional web designer to produce a web site that’s easy to navigate. You don’t have to know most web design and development terms to produce a web site, like HTML, CSS, Java, ARIA, and on and on.

And that’s been wonderful for many nonprofits, NGOs, charities and other mission-based organizations, as well as small, independent artists like musicians, dancers, singers, poets, sculptors, theater troops, photographers and on and on, as most can never afford to pay a professional web designer or developer.

But you do have to involve a professional web designer or developer if you want a web site to have certain advanced features. And you do have to involve a professional web designer or developer if you want your web site to be fully accessible for all users and all devices (mobile phones, tablets, the voice reader in your car, etc.).

That means, for the vast majority of nonprofits, NGOs, charities and other mission-based organizations, as well as for the vast majority of artists, they cannot have fully accessible web sites for all users, because they will never be able to afford to pay a professional web designer or developer.

That means many people with disabilities who want to donate to, volunteer to, or just learn about a small vast majority of nonprofits, NGOs, charities and other mission-based organizations, can’t do any of these things via these programs’ inaccessible web sites. That means many people with disabilities that want to buy a ticket to an upcoming event, to find out where to purchase a CD or poster or book or whatever, to attend a conference about a cause they care about, can’t do any of those things.

A study from 2019 by the nonprofit RespectAbility found that most foundations and nonprofits aren’t doing enough – if anything – to enable people with disabilities to have the access and accommodations they need to fully participate in the work these organizations are doing – not as program participants, as volunteers, even as donors. The study included a review of nonprofits’ websites and online videos. “Philanthropy-serving organizations don’t know what they don’t know and often haven’t even thought about including people with disabilities,” said Jennifer Laszlo Mizrahi, president of RespectAbility. “Even among well-meaning groups who are engaged in a lot on racial and gender equity overall, disability is missing.”

What do we do about nonprofits not being able to afford fully accessible web sites? Anything?

The only program I know of that tries to address nonprofits that want accessible web sites, that tries to help small nonprofits, NGOs, charities and other mission-based organizations to have an accessible web site, as well as artists – just three to 25 organizations at a time – is the Accessibility Internet Rally, a virtual volunteering and web design/development training event by the nonprofit Knowbility. Otherwise… there’s nothing that I know of that is working to educate nonprofits, charities and other small mission-based organizations about digital accessibility – nor educating corporate donors and foundations about why they should fund such.

Are associations of nonprofit organizations going to explore how to address the inaccessibility of web sites for theater companies, dance troops, homeless shelters, nonprofits helping kids explore science, etc.? Are associations of museums, animal shelters, rural arts organizations, and other specific kinds of nonprofits going to at least discuss this?

Are companies that provide ready-to-use, customizable website templates and drag-and-drop web development platforms/web hosts like WordPress, Weebly, Wix, Square Space, Webflow and Jimdo going to address this, other than having a page on their sites that talk a bit about alt-text? (February 4 update: here is an excellent review of some of these sites regarding whether they are capable of creating accessible websites – spoiler alert: they aren’t).

Are companies and foundations that give money to nonprofits going to quit refusing to fund overhead – and, in fact, give special, additional gifts so that nonprofits can hire professional web site designers and developers to build accessible web sites?

Should associations like the International Association of Accessibility Professionals (IAAP), G3ict and/or the W3C Web Accessibility Initiative (WAI) try to address this – or at least discuss it?

Or do we keep telling people with disabilities that want to donate, volunteer and otherwise support or be involved with nonprofits and artists, “Tough luck, they can’t afford to be accessible to you”?

I have no answers to these questions… if you have ideas or comments, I’d love to hear them. I have asked this question on Quora and my own Facebook page and ended up mostly with recommendations for techniques about how to make a website more accessible, rather than answers to how we elevate this as a priority at mission-based organizations.

In the meantime, if you need to make the business case to your board of directors for fundraising so that you can afford to pay a web site designer with accessibility training to build and maintain your site, here are some resources that can help:

And if you want to encourage your web manager, whoever that person is, part-time, full-time, volunteer, whatever: the government of the State of Illinois provides Implementation Guidelines for Web-Based Information and Applications (formerly Illinois Web Accessibility Standards) and, as a non-web site designer, I find it easier to understand than most other guidelines out there. These guidelines are good to ask your web site designer and manager – no matter that person’s web design skill level, to follow. These guidelines from the state of Illinois also provide links to resources from other organizations:

Also, in researching for and writing this blog, I came up with a new resource on my web site: How Volunteers Can QUICKLY Help Your Program To Be More Accessible Online.

Note that these are questions I’ve been asking for a while on Quora:

How can accessible web design become a priority for nonprofits, NGOs & charities when most can’t afford to pay a web design pro-they rely on volunteers or staff with other roles (receptionist, marketing person, etc.) who don’t have these skills?
Asked Jan 2, 2020

Why has your nonprofit organization or school chosen not to have a fully accessible website for people with disabilities?
Asked Nov 19, 2019

Do you know of other web design accessibility hackathons like Knowbility’s OpenAIR, where designers volunteer to build accessible web sites for nonprofits, charities, and artists?
Asked Dec 19, 2017

How did you overcome resistance in your company or nonprofit organization to making your organization’s website fully accessible for people with disabilities?
Asked Nov 14, 2017

Knowbility has done a few webinars with TechSoup about accessibility for nonprofit organization’s websites and they are available free online on TechSoup. The most recent was this webinar with Knowbility Executive Director and myself in August 2017. This is a good video for anyone who manages your organization’s website, particularly the non-webmaster webmaster – the person who doesn’t have much training in web design but does have the responsibility to update the site.

It might be out of your nonprofit’s price range, but Knowbility also offers several online courses and onsite (Austin, Texas) training events that can raise the skill levels of your web site master regarding accessibility – they are worth looking into if you are looking for training for the person who manages your web site.

January 28, 2020 update: I encourage EVERY company, not just businesses but also nonprofits and NGOs, no matter your business or mission, to take the 2020 State of Digital Accessibility Survey from IAAP, G3ict and Level Access. For nonprofits and NGOs – choose “foundations & charities” as your org type. If you don’t have an accessibility program, don’t have an inclusion strategy, you should still take this survey – because we need to show that such strategies are NOT widespread (and that they should be!).

January 30, 2020 update: There are various web hosts that have ready-to-use templates that say things like “If your website is hosted with us or you are looking to switch to our nonprofit content management system (CMS), we can add an accessibility widget to make your website more accessible. Our widget will allow visitors to easily adjust settings on your website to meet their unique needs.” Among web accessibility experts, add-on accessibility toolbars are referred to as “toolbar overlays.” I asked a website accessibility expert about this and this was his response: “accessibility overlays are a scam and a lie and do not fix the actual problems” and then he linked to this article from Karl Groves and this website, overlaysdontwork.com. I also found this blog that begins: “Thinking about using one of those plugins or widgets that puts an accessibility toolbar on your website? This article will make you think again… What’s ironic is many of the toolbar companies tout the ‘We won’t touch your website code’ line as a selling point when, in fact, this is what buyers should want and expect.

If you have benefited from this blog or other parts of my web site and would like to support the time that went into researching information, developing material, preparing articles, updating pages, etc. (I receive no funding for this work), here is how you can help. 

Why qualified people get passed over for jobs

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image of a panel discussion

It is the number one question or topic of discussion on any online discussion group about looking for a job in the humanitarian sector: I keep applying for jobs that I believe I am perfect for and I keep getting rejected. Why?

I’m sure it’s a frequent self-question for many people looking for a job in any sector.

I have been a part of many committees and panels to review résumés or interview candidates for a variety of jobs, including at the United Nations. I have also been told a few times why I got passed over for a job. And all of the reasons I’ve heard first hand about why someone, including myself, aren’t going to be interviewed run counter so many things we hear regularly about job hunting, like It’s easier to get a job when you already have one (this has never been my experience) or you have to know someone at the UN to get a job there (all three of my jobs at the UN came without already knowing anyone at any of the agencies where I was hired). Yes, luck and good connections can have a lot to do with finding a job, and knowing someone at a company you want to work for can absolutely help you get a job. But don’t assume that that’s why most people get hired.

In many cases, an applicant that doesn’t make the cut for an interview actually isn’t perfectly qualified for what they are applying for. When I get a stack of CVs for a job, I can eliminate half of them at first glance just by comparing what the résumés say versus what the job asks for. I can eliminate even more by looking at them in more detail and quickly discovering that some very specific things asked for in the job description not represented in the person’s profile.

So before you complain about being perfectly qualified for jobs you are being passed up for, make certain your profile represents the exact skills and experience asked for in the job description – if the job says applicants must speak Spanish, for instance, part of your cover letter needs to be in Spanish. Your résumé must explicitly list the skills and experience asked for in a job description – not just inferred. And if the job asks that you have a certain number of experience in a certain field, and you don’t have it, you go into the rejection pile, period.

With that stack of résumés from qualified people that I glean, I then put them in the order that I think represents the very best candidate on down. That might be just 10 résumés. That might be 30. I then look for jobs on the résumés that are similar to what we are asking for, I look at the type of education they have and I look at the kinds of work they have done that are most like what we’re asking for. Then I look at the top 3 or 5 or 10, whatever we’ve decided is the number we’re going to interview, and I ask myself, “Self, are these really the top folks you most want to interview?” Indeed, some of the people who don’t make the cut are qualified for the job – but they get beat out for an interview by people who match the profile even more.

When I interview candidates on a panel, we always have the same questions to ask applicants, and we assign a score to each answer. Afterward, we compare scores. Usually, we all have the same top candidate – our number twos and threes might be different. Sometimes, we don’t all have the same top candidate. It only gets dicey and uncomfortable when our scores vary wildly and we stanchly disagree on high and low scores – and in more than 20 years of being on hiring panels, this has happened just twice.

With all of that said, yes, I have heard arbitrary reasons for not considering a qualified candidate for a position. Not everyone chooses candidates to interview like I do and not everyone chooses the person to hire the way I do, and it’s when the arbitrary reasons for not choosing someone creep in that the process becomes unfair or impossible to navigate, that is absolutely true.

What are the reasons that don’t have to do with a lack of qualifications or lack of experience asked for that exclude a candidate? Here are reasons I’ve heard, blatantly or implied/inferred, as to why qualified people are not going to be interviewed or considered for a job:

  • This person already has a job. I’m suspicious of why they want to leave it.
  • They have a post-graduate degree, which is what we asked for, but this other person has a Master’s!
  • We asked for people who at least have a Bachelor’s – this person is overqualified because they have a Master’s.
  • They have applied for other jobs here. I’m suspicious of why they want to work here so much.
  • They might not stay long if they get this job. This person has never been at a job longer than four years.
  • They might want to stay in this job too long. This person has had only two jobs, both longer than 10 years.
  • They seem ambitious and will want a promotion quickly if they get this job.
  • They don’t seem very ambitious.
  • They seem overly-confident, maybe even arrogant.
  • They don’t seem confident enough.
  • This CV is too long. It has too much detail.
  • This résumé is too short. It doesn’t have enough detail.
  • Wow, this person has worked at insert name of very well known organization here. Why in the world have they left that company/that profession? Why do they want to work here instead? I’m not impressed – I’m suspicious.
  • Too old (50 or older)
  • Too young (26 – this was by someone at the UN who didn’t believe anyone in their 20s was capable of working abroad)
  • They don’t seem healthy (said about candidates over 50 or candidates who might have a perceivable disability).
  • They have a family. They might be too distracted for this work.
  • They don’t have a family. When they start one, they’ll need lots of leave time.
  • They don’t have a family. That means they have no ties to our community.

What has hearing these arbitrary and unfair reasons for not hiring someone taught me? For one thing, it’s taught me that it’s impossible to come up with that perfect résumé or cover letter – what one person will love another person will hate. It’s also taught me that it’s impossible to give a perfect interview for any situation – what one group likes, another group won’t. It’s also taught me that many career coaches and career consultants really don’t know what they are talking about – their ideas may or may not work, and there is absolutely no magical formula, no matter what they say.

Here’s my advice, in a nutshell, when applying for jobs,

  • Be accurate, be specific, be honest and spell correctly in your application
  • Make sure your résumé clearly shows why you are perfectly, exactly qualified for the job you are applying for, as described by the employer.
  • If you get the opportunity to ask someone why you weren’t chosen for a job or an interview, absolutely take that opportunity – but take the advice with a grain of salt. If someone says you seemed too confident, is that really something you want to change? Wouldn’t you prefer finding an employer who likes your confidence?
  • Apply for a job with absolute commitment and determination, as though it’s the only job you are applying for, and after you hit “send,” forget about it and move on to the next application.
  • Stay busy during your job search and, to anyone who is watching you, in person or online, stay positive.

Also see:

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Guidance on Virtual Volunteering – time tested!

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The Last Virtual Volunteering Guidebook: Fully Integrating Online Service Into Volunteer Involvement was published in early 2014. Now, six years later, is it still relevant? Oh, yes… I know because I’ve been testing all the principles offered in it over and over since it was published (as well as before it was published, when I was still writing it). My latest test: working with more than 150 online volunteers that participated in Knowbility’s 2019 Accessibility Internet Rally.

The book is the result of more than 20 years of research and practical experience by me, with heavy advice and observations by the book’s co-author, Susan Ellis. When we wrote the book, we wanted it to be timeless, like so many of Susan’s own books about various aspects of volunteer management. It’s not that I don’t still have things to learn about working with volunteers, online or off – I do! We all do. It’s that we believed strongly that certain principles would not change, and would be easily adapted no matter how the technology or even society evolved. These were principles that were explored in-depth at a variety of organizations when I managed the Virtual Volunteering Project at the University of Texas at Austin back in the 1990s, and they continue to be explored and tested – and proven.

For instance, I learned in the 1990s that the easier I made it for volunteers to sign up to volunteer, the larger the percentage of those volunteers that dropped out without even starting the assignment, let alone finishing it. But just putting in a simple second step that a candidate had to complete before they got to start on the assignment screened out the people who didn’t understand this was REAL volunteering and screened in the people who would take it seriously. It was true in 1998 and it’s true NOW, more than 20 years later.

I learned early on in studying virtual volunteering, a practice that’s been happening since the 1970s, and in working with online volunteers myself in the 1990s, that volunteers need to feel supported and valued or they won’t finish an assignment, or won’t finish it with the quality needed by an organization. In my role with Knowbility this time, I came on very late in the rally process, and because of that, trying to build trusting relationships with the volunteers that were already on board and get answers quickly to their questions proved quite difficult. The problems I have had with volunteers and that they had with their participation can almost all be traced back to that situation.

I learned early on, many years ago, that having expectations of volunteers in writing, online, both in role descriptions and in policies and procedures, was KEY to ensure both volunteers and managers are all on the same page as far as what’s happening and what’s needed, don’t get conflicting information, have a common place to look for guidance, etc. It greatly reduces conflict and misunderstandings, two factors which can lead to a lot of problems in volunteer engagement. Everyone isn’t going to read absolutely all of the support materials, but having it for referral is amazing in getting questions answered and conflicts resolved quickly. This lesson has been reinforced over and over over the years, including during this Knowbility event.

I’m thrilled to know my book is still relevant!

I have more than 100 hard copies of The Last Virtual Volunteering Guidebook in my possession and I would love for you to have one – or more! You can also order an electronic version. Yes, it’s available via Amazon, but let me be frank: I get far, far more money from the sale if you buy directly from me. Please consider doing so – buy one for yourself and for your favorite nonprofit!

Creating One-Time, Short-Term Group Volunteering Opportunities

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I was shocked when I looked to see what page on my web site got the most visits in 2019. I knew that the most popular pages would be from the section of my web site for volunteers themselves, a section I started because I got tired of writing the same answers over and over to Frequently Asked Questions on YahooAnswers, Quora, Reddit, etc. I knew these pages would be the most popular because I post links to them constantly on those and other online communities. But tucked away in those web site visitor stats was this page, for programs that host volunteers, or want to:

Creating One-Time, Short-Term Volunteering Opportunities for Groups.

I haven’t done anything special to promote this web page. I post a link to it a few times a year on my various social media channels, I post a link to it if someone asks for advice on how to do it, but that’s it. And, yet, there it is, a hugely popular page on my web site in 2019.

So MANY different kinds of groups want a group volunteering experience where they feel like they show up, they volunteer, they have fun together, they make a difference, they get great photos, and then they leave. But he reality is that, for most nonprofits and community programs, these group volunteers aren’t worth the trouble to involve. Most nonprofits and community programs do NOT have volunteering tasks laying around that could be done by a large group of untrained, one-time volunteers – or even an untrained individual volunteer. Most organizations also do not have the money, staff, time and other resources to create two-hour, half-day or one-day, one-time group volunteering activities, especially for teens and children.

This is really hard for group representatives to hear, especially from corporations. The reaction is what?! you don’t have something for my group of 15 people from our marketing and sales departments to do this Friday from 10 to 12:30? No. No, we don’t. And you don’t have something in your marketing or sales department for a group of 15 temps to do from 10 to 12:30 either, so don’t act surprised.

My page has a list of possible activities for groups, but I also note that all of these activities, and any other group volunteering activities that aren’t listed, take many hours by the organization to prepare the site for the group of volunteers to show up, engage in the activity, and leave after two-to-seven hours – and to leave the site in such a way that the organization or program isn’t left with even more work for staff. That includes hackathons and program consultations. That’s why I believe your group should MAKE A FINANCIAL DONATION TO THE ORGANIZATION where you want to have your group volunteering experience. Yup: you need to pay money to the organization you expect to host your volunteering group, to cover at least some of the many costs they incur by creating this experience for your group.

My formula: donate $50 per hour your group will be there per staff member the nonprofit or other hosting agency will have to provide for preparation and supervision – regardless of whether or not that staff member is a volunteer or a paid person at the host organization. So, if your company or group wants a two-hour experience, and the volunteer hosting organization will need to have two people supervising and supporting your group, that’s $200. If your group wants a four-hour experience, and it will take just one nonprofit staff member, that’s also $200 your group is going to donate to the nonprofit. And, no, “in-kind” donations don’t count: it needs to be actual money.

I’m glad my page about volunteering activities for groups has proven so popular. I just hope it’s not just nonprofits and other volunteer hosting organizations that are reading it.

If you have benefited from this blog or other parts of my web site and would like to support the time that went into researching information, developing material, preparing articles, updating pages, etc. (I receive no funding for this work), here is how you can help.