Tag Archives: controversy

GirlGuiding Attempt at Inclusion Raises Ire of Many

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graphic by Jayne Cravens representing volunteers

Last week, I blogged about the controversy at the Art Institute of Chicago per their dismissing their entire volunteer docent membership and their plans to replace the volunteers with paid staff, in pursuit of a more diverse corps of museum guides to interact with the public.

GirlGuiding in the United Kingdom, the UK’s version of the Girl Scouts, has also incurred the wrath of many for one of its efforts at volunteer inclusion: on October 28th, the organization sent out a tweet that ended with, a shout-out to all of our asexual volunteers and members – thank you for everything you do in Girlguiding.

More than 2000 people liked the tweet. But the tweets-of-outrage were swift and many: the complaints focused on a belief that GirlGuiding was sexualising children with such messaging. One response that was representative of most of the negative responses: Why do your guides need to know whether your volunteers have a presence or absence of sexual desire? A nonprofit in the UK, Safe Schools Alliance UK, which has worked against allowing children to use the bathroom that corresponds with the gender with which they identify and works against bans on gay conversion therapy, is pushing back hard against the GirlGuide messaging. This group promotes its agenda as part of responsible safeguarding, the term used in the UK and Ireland regarding measures to protect the health, well-being and human rights of individuals, especially children and vulnerable adults, better ensuring they live free from abuse, harm and neglect.

I offer this info on this controversy for two reasons:

  1. Creating and launching efforts in support of the diversity of volunteers your organization has, or wants, and in support of accommodation of that diversity, will always attract complaints, immediately or eventually. There may be just a few, there may be many. Some of the complaints will be sincere and from individuals not a part of any “movement” or organization, and some of the complaints will be from volunteers and paid staff of very well-organized groups. Either way, your organization needs to have thought about how to answer questions and comments like why are you doing this and why is this necessary and this puts young people in danger.
  2. People asking the question or making the comment aren’t all obtuse or rigid. Don’t assume everyone complaining is so when you craft replies. Provide a response that comes from the point of view of this person just needs more and better information in order to support this statement or decision. Will such a response convince everyone? No. But your reply is being seen by people who aren’t entirely sure how they feel about the situation. Perceived arrogance on your part can drive those people who are on the fence into the arms of people and organizations who are only too happy to provide carefully word-smithed, detailed responses to frame their point of view.

My perspective: I adore GirlGuides and Girl Scouts of the USA. I deeply admire the commitment of both to ensuring all girls feel they can be a part of their activities. This isn’t the first time they’ve done something that’s lead to controversy. But no one – NO ONE – can say the GirlGuides and Girl Scouts don’t put safeguarding at the top of their list of priorities.

I also know that change can be painful – not just for others, but also for me. Work regarding inclusion and diversity is not easy, because many societal norms are deeply held, and cherished beliefs are challenged by conversations around inclusion and diversity – and that’s uncomfortable. It’s easy for a person to feel attacked during such conversations. I’ve seen diversity and inclusion experts be angered at the idea that they need for their own web sites to meet accessibility standards so that people with disabilities and using assistive technologies can access their online information – in their talks about inclusion, they were focused on ethnic and cultural groups, not people with disabilities, and the realization is embarrassing and painful.

I assure you that, eventually, even if you consider yourself an advocate for inclusion and diversity, you will have a moment where your own deeply held principles are challenged, and you will feel anger and you will be incredulous. Maybe you will decide to hold on to those principles – I’m not here to say you should or shouldn’t. But remember that feeling the next time you are facing it from someone else.

We’re all on a journey. That includes me.

One last thing: a chastisement to all of the organizations and consultants touting themselves as volunteer engagement experts and as the leaders of conversations on volunteerism who are silent on this and other controversies in volunteer engagement. I challenged you to comment on organizations that charge big money from volunteers, to comment on organizations that say if a person that has been assigned community service will pay a fee, the organization will give them a letter saying they did the hours required by the court which assigned that community service, to weigh in regarding governments wanting to require welfare recipients to volunteer in order to receive benefits and to comment about the situation at the Chicago museum – so far, you haven’t. In addition to having upbeat conversations about how managers of volunteers can build their brand or raise their profiles in their organizations or get a hug for International Volunteer Manager’s Day, we need to be having these very difficult conversations and controversial subjects. In fact, we should be leading the conversations.

And I love how the corporate world, which always has oh-so-much to say about how nonprofits should operate, are oh-so-silent during these conversations as well.

Also see:

A History of Americans as Volunteers – a book you need

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My long-time colleague and friend, Susan Ellis, along with Katherine Campbell, wrote the book on volunteerism in the USA – literally. It’s called By the People: A History of Americans as Volunteers. The latest and last version is the New Century Edition (2005) and it’s available for purchase from Energize.

I remain stunned that this book isn’t cited at least once in most academic papers regarding volunteerism. It certainly should at least be referenced in any course at a USA college or university regarding volunteerism. It should be cited throughout Wikipedia articles on anything related to volunteerism or community service as well, and cited in any article that dares to try to talk about the history of volunteer firefighting in the USA.

The book does a fantastic job of showing how volunteers helped to form some of the largest organizations in the USA today, from Goodwill to the YWCA to the American Red Cross to the Sierra Club – efforts often lead by women – and how volunteers have played such an important role in establishing the American character, one that relishes community-driven, independent and do-it-yourself driven efforts to address community needs and concerns. The book provides repeated examples of how volunteers seized a social issue in the USA, amplified it and pushed for it to be addressed, from the abolition of slavery to the health of soldiers to the civil rights movement and so many things before and after. I love how the role of women in leading volunteering efforts is repeatedly cited, not regulated to one chapter but permeating the book in example after example.

The parts of the book about volunteer firefighting history are particularly enlightening. The book notes that, in the early days of volunteer firefighting in the USA, in the 1800s and 1900s, “Because of the danger involved, being a volunteer fireman carried social status. Rivalry was strong among the volunteers, and street fights frequently erupted as companies battled to reach fires first.” The fights sometimes lasted for days! The authors quote A History of the People of the United States by John Bach McMaster, who said of the firefighter fights, “Of all causes of disorder they were the worst. Around their houses hung gangs of loafers, ‘runners’ who, when an alarm was run, ran with the engines and took part in the fight almost certain to occur.” These mob scenes ultimately brought an end to voluntary firefighting in the major cities in the USA, though volunteer fire brigades in urban settings came back during times of war.

It would be interesting to see if a revision of the book would have addressed the approach of the volunteer firefighting union in the USA, which actively discourages volunteer firefighting in a push for professionalization of all roles, or the rise in anti-volunteering movements – but, sadly, Susan passed away earlier this year, so the book will not be revised.

Virtual volunteering started as soon as the Internet began, in the 1970s, and the 2005 edition of By the People: A History of Americans as Volunteers mentions virtual volunteering at least five times – it’s an example of just how in-tune Susan was with emerging trends in volunteerism (while now, in 2019, there are still some researchers and consultants who will try to say virtual volunteering is “new”). There’s also good mention of the International Year of Volunteers in 2001, a global campaign that was one of the most popular designations by the United Nations in its history of such “Year of” declarations.

I do have some criticisms. For instance, I’m shocked that the authors don’t go much more into the role that volunteers played in forcing the US Government in the 1980s to address the AIDS crisis, to elevate discussions about HIV, and to meet the needs of people with HIV/AIDS. The unique mobilization of volunteers in these causes is worthy of an entire book itself, and certainly worthy of more than a small mention in this book. 

Also, there is nothing about American Indians before their time being forced on reservations, except their violence towards whites. There are documented examples of volunteer aid from American Indians to early White settlers and these are worthy of note.

And then there are some jaw-dropping statements. One is that “Not until well into the twentieth century did most Americans have the leisure and subsequent need and desire for the arts.” In fact, most Americans – and most people – have always had a need and desire for the arts and made time for such! The music and theater of the 1800s throughout the USA still influence the music, theater and folklore of today!

Two others statements in the book are, I’m sorry to say, worthy of outright condemnation.

On page 116 is this: “One unique aspect of the Civil War was that hardly any women were raped during the open hostilities… Then came Reconstruction, and with it the influx of the corrupt northern profiteers who riles up the freed slave and changed the South into a crime-ridden area. For the first time, women were not safe from rape…” It’s a paragraph I have read and re-read and just cannot fathom how anyone outside of a delusional Southerner who longs for the myth of the Confederacy would think it’s true. The sexual violence against black women alone during the time of the Civil War should have prevented these sentences from ever being written by these authors. Any suspicions that this assertion of “hardly any women were raped” during the Civil War was confirmed by the research of Kim Murphy, and though her book did not come out until 2014, her research didn’t, I remain dumbfounded that anyone thought otherwise. Maureen Stutzman’s article “Rape in the American Civil War: Race, Class, and Gender in the Case of Harriet McKinley and Perry Pierson,” which appeared in a 2009 issue of the University of Albany’s journal “Transcending Silence,” also offers perspectives on the truth about sexual violence in that period. In addition, Reconstruction, once Ulyss S Grant assumed office, brought black Americans incredible opportunity and liberty, allowing them to become property owners, business owners and office holders in numbers never imagined. Reconstruction did not make the South a “crime-ridden area.”

The other statement is this, on page 117: “In the beginning, the Klan’s concern as a volunteer group was to control crime, not to punish people with unpopular political views.” In fact, from its founding, the Klan was a terrorist organization that sought to restore white supremacy by threats and violence, including murder, against black and white Republicans. This is indisputable! The 1871 Congressional Hearings on the founding and early activities of the Ku Klux Klan, with their heart-wrenching first-hand testimonies of people who were terrorized by the Klan, accurately and thoroughly document the immediate and widespread terrorism by what was then a new organization. Only someone who believed the outrageous narrative of Birth of Nation would ever assert otherwise. I’m going to assume that the authors’ viewpoints on these issues GREATLY, VASTLY evolved since they wrote these words and they would never make such assertions in their later careers – based on my relationship with one of the authors and her dedication to human rights, I just cannot imagine otherwise. 

But even with these jaw-droppingly inappropriate statements, By the People: A History of Americans as Volunteers is a book anyone who writes about volunteering needs to reference. I refer to it regularly. It is a treasure-trove of information. 

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Governments cracking down on nonprofits & NGOs

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Budapest, Hungary is one of my very favorite cities, and not just because I think it has the BEST FOOD IN THE WORLD. Budapest has what I consider the perfect mix of gorgeous history all around and vibrant new ideas from its young people. It feels unique and ancient while also feeling bold and progressive. It’s an energy that both preserves what’s best about a community or country (history, architecture, environment, the arts, etc.) and helps it prosper and move forward, particularly in times of great economic and cultural change.

It is with great sadness that I read about efforts by the Hungarian government to shut down the Aurora community centre.  “Now, the Aurora, which rents office space to a handful of NGOs — including LGBTQ and Roma support groups — says it has been pushed to the brink of closure by far-right attacks, police raids and municipality moves to buy the building… NGOs are routinely attacked through legal measures, criminal investigations and smear campaigns — something the Aurora told CNN it has experienced first-hand.”

“We wanted to create a safe environment for civil organizations,” said Adam Schonberger, director of Marom Budapest, the Jewish youth group that founded the community center in 2014. “By doing this we became a sort of enemy of the state. We didn’t set out to be a political organisation — but this is how we’ve found ourselves.” Schonberger didn’t think authorities had targeted Aurora because of its Jewish roots. Instead, he put the harassment down to the group’s values of “social inclusion, building civil society and fighting for human rights.”

Here’s Aurora on Facebook. And here is the Aurora’s web site.

I am very partial to these kind of non-governmental organizations (NGOs) – what we call nonprofits in the USA – that help cultivate grassroots efforts, encourage the sharing and exploration of ideas, and help incubate emerging movements and other NGOs. I believe these NGOs can play an important role in helping immigrants assimilate in a country as well and help the country benefit from the talents and ideas these immigrants may bring. I’ve had the pleasure of addressing groups like this in Eastern Europe, and in the USA in Lexington, Kentucky, and I’ve walked away feeling renewed and energized. Add in promotion and celebration of the arts, like Appalshop does in Eastern Kentucky, and I’m ready to pack up and move to a remote town in Eastern, Kentucky.

This NGO’s struggles are part of an ongoing shift all over Europe, and indeed, the world, in local and national governments that are rejecting diversity, changing times, dissent and intellectualism, and governing from a place of fear. I could think that I’m isolated from this trend here in the USA, where I’m living these days, but I am not. I remember back in the 1990s, when similar political groups went after arts organizations, even going so far as trying to defund the National Endowment for the Arts (NEA) and the National Endowment for the Humanities (NEH) – I helped arrange for Christopher Reeve, a co-founder the Creative Coalition and then performing at a theater where I was working, to debate Pat Robertson about the NEA on CNN’s Crossfire on July 16, 1990, and the theaters where I worked back in those days all felt pressure regarding their artistic choices because of these movements. Those controversies are still here, as any search on Google and Bing shows.

Nonprofits in the USA need to watch carefully what’s happening in other countries and think about how such could happen here. Remember the Association of Community Organizations for Reform Now (ACORN)? It was a collection of community-based nonprofits and programs all over the USA that advocated for low- and moderate-income families. They worked to address neighborhood safety, voter registration, health care, affordable housing and other social issues for low-income people. At its peak, ACORN had more than 1,200 neighborhood chapters in over 100 cities across the USA. But ACORN was targeted by conservative political activists who secretly recorded and released highly-edited videos of interactions with low-level ACORN personnel in several offices, portraying the staff as encouraging criminal behavior. Despite multiple investigations on the federal, state, and county level that found that the released tapes were selectively edited to portray ACORN as negatively as possible and that nothing in the videos warranted criminal charges, the organization was doomed: politicians pounced and the public relations fallout resulted in almost immediate loss of funding from government agencies and from private donors.

There are growing misconceptions about the role of nonprofits in the USA and this could fuel local, state and national movements against nonprofit organizations – not just arts organizations. Nonprofits of every kind need to make sure they are inviting the public and local and state government officials regularly to see their work and WHY their work matters to the entire community, not just their target client/audience. Most nonprofit organizations need to do a much better job using the Web to show accountability. In short: don’t think it can’t happen here.

Also see:

When mission statements, ideologies & human rights collide

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logoThere is a legal case in Canada that started in 1995 regarding a person that was refused participation as a volunteer, and that case has always stuck with me. I have never, ever seen it discussed on an online forum for managers of volunteers and never heard it mentioned at a conference related to volunteerism or nonprofit management. I guess I’ve been waiting all these years for someone else to say, “Hey, what about this? How does this affect us? Might this affect us?” But no one has. So, I guess I will, per a discussion that came up on my blog Treat volunteers like employees? Great idea, awful idea.

In Canada, Kimberly Nixon, a transgendered woman, launched a human rights complaint against Vancouver Rape Relief, a nonprofit, for excluding her as a volunteer peer counselor for raped and battered women that seek the services of this nonprofit. Vancouver Rape Relief said it rejected Nixon as a volunteer peer counselor because the organization’s spaces for counseling clients are dedicated women’s-only spaces, and their clients come to the organization specifically because of this commitment to women’s-only spaces (unlike many other nonprofits that offer rape counseling – another women’s group, Battered Women’s Support Services, accepts transgendered women as volunteers, and Nixon volunteered there previously). Vancouver Rape Relief said the reason was also “because she did not share the same life experiences as women born and raised as girls and into womenhood.”

After 12 years of legal pursuits, in 2007, the Supreme Court of Canada denied Nixon’s appeal to have her case heard, leaving the B.C. Court of Appeal’s decision in December 2005 as the last word on the dispute. This article offers a nice summation of that appeal’s court decision:

While it may appear that Rape Relief discriminated against Nixon because she was born with a penis, they have a different rationale. Rape Relief’s collective belief is that far beyond a person’s biological make-up, socialization and experience are what shapes individuals. It’s part of their philosophy that women experience the male-dominated world differently than men. That was the 34-year-old organization’s original argument for why they should be allowed to exclude men when their women-only policy was first challenged in the 1970s, and they feel it’s relevant to whether they should admit transsexual women.

It’s noted in the article, and I think it is VERY important to note here, that “both parties agreed that Nixon was a woman and that gender existed on a continuum — it wasn’t binary, despite the social convention of dividing everyone into categories of male or female” and “both the tribunal and Rape Relief accept that Nixon has a genuine interest in counselling other women, and she has done so both before and after her filing the human rights complaint.”

This article from 2000, before the case was decided by the courts, does a good job of showing the different arguments in the case. But even with a final decision, the case continues to be a source of controversy in Canada and abroad among those concerned with human rights applications for transgendered people. Some still call Vancouver Rape Relief “transphobic”: this article says that because the organization is “allowed to make their own determinations about who is—or who is not—a woman, and exclude them accordingly” that the organization is “allowed to discriminate against trans women. As a feminist and an ally to the trans community, I find this extraordinarily disturbing.” Disputing these accusations, the organization has a section on its web site defending its definition of a women-only space and its commitment to such, and one of the organization’s long-time staff members, Lee Lakeman, notes in this 2012 interview, that “Aboriginal people used the arguments that we built in court to defend their right to be only Aboriginals in their group.”

I do not bring any of this up to try to debate who is and isn’t a woman.

I could have also brought up cases regarding tribal membership – this article does a great job of explaining why cultural identification determination is so difficult, as well as explaining why tribal leadership gets to determine who is and isn’t a member of their tribe, rather than the federal government or the federal courts. Conversations and debates about such can be just as heated as the Nixon case.

I bring this case up to remind nonprofit staff, employees and volunteers alike, that a definition you may have of a particular aspect of humanity – who is or isn’t a woman, who is or isn’t gay, who is or isn’t a member of a particular ethnic group, who is or isn’t a member of a particular tribe, who should or should not call themselves an Oregonian or a Texan or a German or an English person or an African whatever – may not be the same, or as absolute, as someone else’s. Mission statements, ideologies, beliefs about human rights and the law can all collide – and have over and over, in break rooms, in meeting rooms, at community events, and in the courts. Don’t be surprised when it happens at, or regarding, your nonprofit.

What’s my opinion on this case? No way I’m going there… I’ve been controversial enough on my blog (links below). I’m going to let ya’ll debate it in the comments, if you want.

But I did kinda sorta blog about something like this before, back in 2012: Careful what you claim: the passions around identity

UPDATE: This article from November 2024 is worth a read: Rape crisis charity ordered to pay £70,000 to former worker who was dismissed over gender critical beliefs. The problems seem to have started when the UK-based charity’s management opened a disciplinary process against a staff member after she sought clarity on how to respond to an abuse survivor who was seeking services from the charity and wanted to know if a support worker who identified as non-binary was a man or a woman. The tribunal said it the targeted worker’s belief that in most circumstances the distinction between biological sex and gender identity did not matter, but in a service dealing with sexual violence the center “should be honest and clear when asked to give a clear and unambiguous answer in order to provide that service users give informed consent”.

Also see:

OPB & Congress Think Volunteers are Free

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It’s bad enough that more than 30 miles of dirt trails and primitive roads in Deschutes National Forest in Oregon were deliberately wrecked in 2014 by unsupervised volunteers who were supposed to be doing necessary, environmentally-appropriate trail maintenance, causing more than $200,000 in damage and who, according to this story on OPB News, are still being allowed to do trail maintenance.

But the comments in the OPB story by politicians and others about the role of volunteers has my blood boiling, not to mention that OPB did not call any volunteer management experts, such as those that are a part of the Northwest Oregon Volunteer Administrators Association , to find an Oregon-based professional manager of volunteers to talk to, to find out about the vast amount of volunteer management resources and expertise that could help make things better and about the very high standards of various volunteer engagement programs. Or call Susan Ellis, the world’s foremost trainer and publisher regarding the management and support of volunteers. Or ME, right here in Oregon and registered on the OPB Public Insight Network to offer commentary regarding volunteer engagement!

The National Forest System Trails Stewardship Act, sponsored by Cynthia Lummis, R-Wyoming, has been proposed recently in the USA Congress. It would strongly encourage government agencies to increase volunteer involvement in trail maintenance, but it doesn’t include funding for agency oversight of volunteers – it doesn’t include any money for volunteer management, for recruiting volunteers, screening them, supervising them, etc. Why does it lack such funding? Well, U.S. Rep. Greg Walden, R-Oregon, a co-sponsor of the act, in his comment to OPB, shows exactly why:

“We don’t have the resources at the federal level to maintain these trails. And yet there’s a group of volunteers out there willing to do the work.”

Could you hear the unspoken “for free” at the end of Walden’s sentence? I could! In short: We have all this work to do. Let’s get some people to work for free to do it. That is a great summation of the National Forest System Trails Stewardship Act. And as any seasoned manager of volunteers or trainer knows, that’s a JOKE we frequently tell at conferences and workshops when trying to show what bad volunteer management looks like. Because NO ONE volunteers for that reason, and because of the implication that volunteers are free – and we know volunteers are NEVER free. Someone has to pay for the volunteers to be appropriately recruited, screened, trained, supervised and supported – otherwise, you end up with tragic consequences similar to what happened in Deschutes National Forest- or worse.

That’s the crux of all these stories from OPB about what happened in Oregon and about this pending bill: volunteers save money! That’s why they are involved!

Here’s a proposal for those managing public lands, and something OPB should consider in future stories about any volunteer engagement, good or bad, at any agency: maybe volunteers are actually the best people to undertake certain activities, like running campgrounds, teaching about Leave No Trace principles and staffing the front desks of ranger stations, not because they are unpaid, but because such involvement allows members of the public to experience first-hand how public lands are administered and how to support the public in experiencing them. Or because of the particular passion or approach volunteers bring to the task that paid employees might not. Or because members of the public might like interacting with a volunteer, rather than someone paid to be there. Or because volunteer involvement is per an organization’s commitment to create opportunities for the community to participate in the org’s work and offer feedback that isn’t financially-based (they aren’t being paid) and endorse the importance of public lands through their investment of time. Say volunteer involvement is part of an organization’s commitment to both transparency and in creating opportunities for community investment in its work. Involve volunteers because it allows people to be involved in the administration and enjoyment of public lands without having to give up whatever they do professionally. Those are reasons that INSPIRE people to volunteer – not, “we have all this work to do, please come do it.”

Emphasizing the money saved in involving unpaid staff also tends to create hostilities with paid staff, who are often angry at the idea of volunteers being involved in order to eliminate paid positions (and they SHOULD be angry at such comments!). The links at the end of this blog explore this and other dangers in emphasizing that the primary reason to involve volunteers is because they aren’t paid.

Instead, organizations that administer public lands should create a mission statement for your volunteer engagement that has NOTHING to do with saving money. And learn to talk about the value of volunteer engagement. Spoiler alert: it doesn’t involve dollar figures.

Oh, but wait, there’s more…. there’s the comments in the story from Andy Stahl, executive director of Forest Service Employees for Environmental Ethics, a national watchdog organization. First up from him:

“Relying on volunteers, as well-intentioned as they are, doesn’t always yield good results.”

The implication, of course, is that volunteers are unreliable, can’t be trusted, are incompetent, etc., and that paychecks are magical and make people better workers – thus, only paid employees can do such work properly! Here’s what the quote SHOULD say, to be accurate:

Relying on untrained, unsupervised volunteers, as well-intentioned as they are, doesn’t always yield good results.

And we could substitute the phrase “paid employees” for “volunteers,” and the new sentence would be accurate as well.

Mr. Stahl also made my head explode with his outrageous statement:

“it would be nice if we could hold volunteers to high standards, for even acceptable ones, but you get what you pay for.”

What an insult to every volunteer firefighter, every volunteer emergency rescue person, every Peace Corps member, and every other volunteer out there that goes through hours and hours and hours of training, over many weeks, even months, often right alongside professionals, to master the skills necessary to do their very serious, even dangerous work. These volunteers are held to high standards – and volunteers who can’t meet those standards are FIRED. They are removed from service, just like a paid employee. That loud “bam” you heard if you were listening to the OPB story in Oregon? It was me, hitting the table in front of me out of outrage over this shameful, insulting statement. My dog is still terrified of me over that.

Kevin Larkin, district ranger for the Bend-Fort Rock Ranger District in the Deschutes National Forest, had to learn of the vital importance of the basics of volunteer management the hard way. He says now, “It’s not as simple as welcoming a volunteer through the door, handing that person a shovel and saying, ‘Go do good work. There’s direction, guidance and attention that’s needed.”

Oh, Mr. Larkin, there are vasts amounts of resources that could have helped you manage and support these volunteers right from the get go. Some resources are free. Many aren’t, but they cost much, much less than $200,000. I wish you had known about them, and I wish you had the funding to tap into them – the books, the workshops, the conferences… even university-level certificate programs on managing volunteers.

Congress must realize volunteers aren’t free, and that there will be financial costs in involving volunteers in trail maintenance on US public lands – and that they are going to have to fund those costs. Otherwise, we’re going to have much bigger bills in terms of trail damage – and worse. I’ve created this petition at Change.org, calling on the bill’s co-sponsors to amend the act so that it provides the resources necessary for this increased volunteer engagement on public lands to be successful. If you are in the USA, or you are a USA citizen abroad, please read over the petition, consider signing it, and share it with your network!

And OPB: next time you are doing a story about volunteers, please call me, or the Northwest Oregon Volunteer Administrators Association, to find a volunteerism expert to comment on your story, give you guidance, etc.

Also see Volunteers trying to help on their own, a blog about how DIY “trail improvements” by unsanctioned, unsupervised volunteers are causing serious damage to a nature preserve, and what to do if you discover that an official volunteer of your organization is doing activities in the name of your organization but outside of the approval of your program.

For more on the subject of the value of volunteer or community engagement:

Reddit controversy is a lesson in working with volunteers

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redditReddit is a very high-profile online community that has been in the news a lot lately. It’s in the style of an old-fashioned online bulletin board – a very popular, simple, low-graphics platform on the early days of the Internet that I miss very much. On Reddit, members can submit content, such as text posts or direct links, and can vote submissions up or down – voting determines the position of posts on the site’s pages. Content entries are organized by areas of interest called subreddits.

The community membership has created a strong, outspoken, high-intelligent culture that can be, at times, aggressive regarding its belief in free speech, and there are very few rules about the types of content that may be posted. This has led to the creation of several subreddits that have been perceived as offensive, including forums dedicated to jailbait (since banned) and pictures of dead bodies. On the other hand, the Reddit community’s philanthropic efforts are some of my favorites to highlight in my workshops.

Reddit employee Victoria Taylor helped organize citizen-led interviews on Reddit with famous people on the very popular “Ask me Anything” (AMA) subreddit, including interviews with Benedict Cumberbatch (sigh), USA President Obama, Bill Nye, Madonna, and Eric Idle –  and these sessions often ended up landing on the news for some especially funny or outlandish answer given. She was very popular with the volunteer online moderators. But recently, Taylor was fired. Reddit moderators have said they were “blindsided” by Taylor’s firing and that she was “an essential lifeline” for them and Reddit employees. Many Reddit users have demanded answers from Reddit’s interim CEO Ellen Pao regarding why Taylor was dismissed. In protest of her dismissal, moderators on several of the site’s largest subreddits locked users out. Pao is now scrambling to calm hostilities, and says it’s all just a result of miscommunication.

This mutiny by the online moderators is actually an all-too-common problem for organizations that involve large numbers of very dedicated volunteers, online or onsite. Reddit forgot that its volunteers aren’t just free labor; they feel personally invested in this organization, they feel ownership, and while those characteristics make them excellent moderators, it also means that, if they feel taken advantage of or that they aren’t being listened to, they will rebel, very publicly.

Reddit leadership needs to immediately read America Online volunteers : Lessons from an early co-production community, by Hector Postigo, in the International Journal of Cultural Studies 2009. This article analyzes the case of America Online (AOL) volunteers, specifically when company changes resulted in the rise of a labor consciousness among many volunteers, which in turn made the “free distributed workforce” impossible to sustain – and invited intervention by the US Department of Labor. They also need to each buy a copy of The Last Virtual Volunteering Guidebook, and READ IT. And maybe hire Susan Ellis and I to help them fix this mess…

Update, July 7: the Wall Street Journal has also blogged about this issue from a volunteer management perspective. I’ve added a comment on it.

Taking a stand when you are supposed to be neutral/not controversial

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handstopSo many people responsible for communications at nonprofits, non-governmental organizations (NGOs), government programs and international development agencies like the United Nations do their work from a place of fear: fear of negative publicity, fear of reprimand from supervisors or partner organizations, fear of controversy, etc. One of the consequences of this fear-based work style is that these communications professionals overly-censor themselves on social media, avoiding messages that relate directly to their program’s mission, simply because they don’t want to make anyone angry.

It’s impossible to work in communications and not make anyone angry. Impossible. While I think it is very important to be culturally-sensitive/appropriate in communications, the reality is that the work of most mission-based organizations is meant to grow understanding and change minds – and that means, at least sometimes, being challenging, even provocative. I long ago accepted that not everyone is going to like the messages of whatever program I’m representing, even messages that seem quite benign and non-controversial to me. As long as I make all messages reflective of the mission of the program, and ensure all messages come from a place of sincerity and honesty, I make no apologies.

If you want to post a message to social media that promotes something that relates to your program’s mission, but you want to keep negative responses to a minimum – or have a solid response to anyone who complains about such a message, including a board member or donor, here’s what you do: find the message you want to say on your headquarter’s Facebook or Twitter account, or a partner organization’s account, and share it or retweet it.

Here’s an example: I’ve had colleagues at the UN say, “We cannot talk about rights for gay people. It will make too many people angry.” Yet, the UN has a human rights MANDATE that includes rights for gay people. So, what could an office in such a position do in order to promote that human rights message and have a firm defense for doing so in the face of criticism? Follow the United Nations Free & Equal initiative on Twitter (@free_equal) and on Facebook. This is an initiative of the Office of the High Commissioner for United Nations Human Rights (follow that initiative on Twitter and Facebook as well). Share and retweet the messages that initiative says that you feel you cannot say yourself, such as this video from the UN Secretary General in support of the Free & Equal initiative. No one can argue that you shouldn’t share it – unless they can point to a specific, verifiable threat as a result of such a message that could endanger staff.

Another example: while working in a country with a lot of armed conflict going on, our communications office decided that celebrating the UN’s international day of peace with our own messages could be seen as taking sides in the hostilities – saying “We hope for peace” could be interpreted as encouraging one side to “give in” to another. So we decided not to post our own messages – but to share and retweet official UN messages related to international peace day.

It’s a good idea to make a list of Twitter accounts and Facebook accounts that interns and/or volunteers could monitor and whose messages they could share or retweet without pre-approval from a supervisor. You might want to also make a list of accounts they should absolutely *not* retweet or share; for instance, at one work site, I would not allow articles from a certain media outlet to be shared or retweeted via our official account, because I felt the media outlet was profoundly biased against our work and because I felt their articles were often riddled with misinformation.

No matter what: keep communications mission-based. Think about the intent of your message: To educate regarding an issue related to your program’s mission? To encourage someone to do something related to your cause? To celebrate your program’s activities or accomplishments? To create goodwill with a certain community? Always be able to justify any message you want to send.

And did you see what I just did there?

Also see:

Why you should separate your personal life and private life online

 

 

How to Handle Online Criticism / Conflict

We need volunteer police officers – & an overhaul as well

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The tragic, utterly avoidable death of Eric Harris, shot and killed by Robert Bates, a volunteer police reservist in Tulsa, Oklahoma, has lead not only to grief and protests, but also to some people, including police professionals, saying the involvement of volunteer police officers needs to end.

I am not one of those people.

I’ve been reading all that I can about this tragedy, and there were so many red flags before this shooting, about not only the shooter, but the agency’s involvement of volunteers overall:

  • it’s doubtful the volunteer had received proper training and certification to perform the law-enforcement duties he was allowed to perform
  • it’s doubtful the volunteer had receive proper training regarding the carrying and use of firearms on the job
  • it seems the reservist was, essentially, paying to volunteer alongside career police officers – he donated tens of thousands of dollars in cars, SUVs and equipment to the Tulsa County Sheriff’s Office over the past 10 years
  • there’s no evidence that this volunteer was properly supervised or screened regarding the roles he was undertaking on the police force
  • this volunteer was involved in a violent crimes and narcotics task force, not as an observer, but as an arresting officer, and was equipped with a firearm – it cannot be shown that his involvement in these activities, and that his carrying a firearm, was necessary at all

We would never tolerate a career police officer lacking that kind of screening, training and support – we should not tolerate it of a volunteer.

And then there is the reason that some law enforcement agencies involve volunteers; note this excerpt from an article from CNN:

Why do law enforcement agencies have volunteers?
Money, money, money.

Strapped police departments are increasingly looking to do more with fewer resources, and volunteer programs can help plug holes in their operating budgets, says the International Association of Chiefs of Police, which runs the Volunteers in Police Service program. 

Of course, that statement makes me INSANE, because that is NOT the primary reason why an agency should be involving volunteers! This kind of mentality is what pushing the dollar value of volunteer hours by the Independent Sector, the Corporation National Service, and others is causing: the myth that volunteers are free, and that the best reason to involve volunteers is because they save money.

Why involve volunteer police officers? Here are FAR better reasons than “money, money, money”:

  • The motto of so many police forces is “to protect and serve.” Volunteers can be representatives of that community the police serve. Volunteer involvement can be an excellent way to connect more deeply with community members, by having them see local police work first hand and, to a degree, participating in such. Volunteer involvement allows members of the community to come into a police agency, as volunteers (and, therefore, with no financial stake in the agency), to see for themselves the work that agency does. Involving volunteers — representatives of the community — can help educate the community about what the police do, even changing negative perceptions.
  • Community engagement is community ownership. Volunteer involvement demonstrates that the community is invested in the police and its goals, that they feel a part of those goals. They are more likely to be supportive of the police if they feel ownership of such.
  • Involving volunteers can help your organization reach particular demographic groups — people of a particular age, in a particular neighborhood, of a particular economic level, etc., especially groups who might not be involved with your organization otherwise. How does diversity among your volunteer ranks reflect the diversity of your community?

Police, what demographics are represented among your volunteers, and how does this show community involvement at your agency? What feedback have volunteers provided that has affected your organization, such as improving your services? What do volunteers say about your organization’s performance? How have volunteers helped you build bridges with communities in ways that your career folks could not? If you cannot answer these questions, you are NOT involving volunteers for the right reasons!

Should police be involved in pursuing suspects, investigation of violent crimes, SWAT teams, narcotics task force, and other high-risk activities? Sure – BUT ONLY IF THEY HAVE REGULAR, UP-TO-DATE TRAINING AND PROPER SUPERVISION. This clearly was NOT the case in Tulsa.

Lower-risk-and-still-meaningful ways to involve police volunteers – many of them NOT requiring the officer to carry a firearm:

  • policing community events such as fairs and charitable events
  • staffing DUI checkpoints
  • missing persons investigations
  • neighborhood patrol
  • sex-offender management
  • traffic control
  • helping to staff court proceedings
  • serving low-risk warrants/supporting warrant compliance
  • filling low-risk roles in jails (such as administrative)
  • helping after disasters
  • helping crime victims/victim services
  • leading community events such as bicycle events that promote safety and bike registration
  • chaplaincy
  • code enforcement
  • crime prevention programs
  • translation
  • equipment maintenance

But even in these lower-risk ways, even if volunteer police will not be carrying a firearm, volunteer police still need regular, up-to-date training and proper supervision! THAT REQUIREMENT NEVER CHANGES. They need to be trained even if their role is only to observe and report.

Volunteer police reservists can be an excellent way to connect more deeply with community members, and MORE police departments need to be doing it, not less, particularly in areas where there is friction between the police and those served. But clearly, many police departments need a radical overhaul of their volunteer engagement, particularly regarding volunteers’ training, record-keeping about their training, roles they are given and supervision they are provided. Getting rid of volunteer police has the potential to create even wider cultural gaps between police and the communities they are supposed to serve.

Also see:

UN Agencies: Defend your “internships”

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graphic by Jayne Cravens representing volunteersI love the United Nations, especially UNDP. I’ve been proud of my association with such in Germany, Afghanistan, Ukraine, and online. I hope to be associated with them again.

I am also a big advocate for internships, paid and unpaid, at the UN and other mission-based organizations.

But I’m bothered by many of the calls by UN agencies for unpaid interns to work 40 hours a week. And how many people are undertaking full-time unpaid internships at UN offices and have NOTHING about their terms of reference in writing at all.

Currently, formal recruitment messages from United Nations agencies for full-time unpaid interns talk about all of the tasks these volunteers – yes, volunteers, because they are UNPAID – will be responsible for, but rarely say what kinds of skills-development/career-development support an intern can expect. They also never say why these tasks have been deemed as most appropriate for an unpaid intern, as opposed to a paid consultant. I asked someone at a UN agency in an office where I was working why a particular role was designated for a full-time unpaid intern instead of a short-term, paid consultant or as a paid internship, and he said, “We don’t have the budget to pay someone.” Yes, I fumed. Involving volunteers – even if you call them unpaid interns – to save money is never the primary reason to involve such! NEVER. Unpaid interns are volunteers, and if you are involving them because you don’t have to pay them, you are, in fact, being exploitative.

If this keeps up, UN interns may use the dollar/Euro value of volunteer hours that UN Volunteers, IFRC, ILO & others are promoting to sue UN agencies for back pay – and there is growing legal precedent for them to do so (see the links at the end of this blog).

Also, think about how your full-time unpaid internships are limited to only certain economic classes, excluding some people because they can’t afford to give you that many unpaid service hours. Are you thinking about how to ensure a variety of qualified people can undertake unpaid internships with your organization, not just those that can afford to? One way to address this: make the internships only one or two days a week.

I established my own policy when I worked for the UN Volunteers programme in Germany that all staff in our department had to adhere to regarding involving unpaid interns. This was NOT an agency-wide policy, just the one I established for our department:

  • An internship had to have a primary focus on giving the intern a learning experience, not  getting tasks done. Therefore:
    • There had to be a written job description that reflected this primary purpose of the internship.
    • The intern was invited to all agency-wide staff meetings, all staff meetings for just our department, and encouraged to ask to attend staff meetings for other departments, to learn about work across the agency. Staff were encouraged to take interns with them to meetings or events whenever possible, as appropriate.
    • The intern also had one project that was uniquely his or hers, that he or she was responsible for and could put on his or her résumé (for instance, conducting a survey and writing up the results, or evaluating some process and making recommendations for improvement).
    • The intern received job coaching and job search help from other staff members.
  • Those considered for the internship had to be able to say why they wanted to enter into a profession related to our agency’s work, and say what they had done up to that point, in terms of education, volunteer work and paid work, to pursue that career choice.
  • A person could hold an internship only for up to six months. They absolutely could not hold it beyond six months, no exceptions. An intern could NOT return to our department as an intern again, ever. That reduced the chance of a person being exploited as free labor; it forced rotation in what was supposed to be a role reserved for people learning about our work, not the opportunity for someone to have an unpaid assistant indefinitely. Interns were, however, welcomed to apply for paid positions, and we did, indeed, hire former interns for short-term consultancies sometimes – but we never guaranteed that this would happen.
  • Ideally, the intern that was leaving would overlap with the intern that was coming in by one week, so that the departing intern could get experience training someone, documenting his or her responsibilities, etc. – experience which looks great on a CV.
  • When the intern left, he or she was interviewed about his or her experience as an intern from the point of view of getting the learning and professional development he or she was looking for, and this was used to continually improve internship involvement and to show if interns were getting what our internship promised: a learning experience.

The primary task our department at UNV reserved for interns was answering the many, many emails that came in regarding the Online Volunteering Service. We found that interns really were the best people for this task: in contrast to giving this task to employees, interns brought freshness and enthusiasm to responses that really shown through. They quickly saw patterns in questions or comments that a jaded staff person might not see, leading to adjustments to web site information and other communications. Also, in my opinion, because the interns were volunteers, they assumed a much stronger customer-advocate point-of-view regarding the people emailing with questions or comments than employees did; the agency could have a real siege-mentality outlook when dealing with anyone outside the organization, while the interns had a mentality of being advocates for those outside the organization.

As I mentioned, I also came up with tasks specifically for an intern to own. It might be an internal staff survey, a customer/client survey, a research project, an evaluation/analysis project, production of a report or online resource, etc. Every intern walked away something that was his or hers, a project that he or her directed or managed or lead, and that employees and other interns contributed to. That gave interns the management experience so many were desperate for.

One more piece of advice: create a mission statement for your office’s volunteer (unpaid staff) involvement and live it: state explicitly why your organization reserves certain tasks / assignments / roles for volunteers (including unpaid interns), to guide employees and volunteers in how they think about volunteers, to guide current volunteers in thinking about their role and value at the organization, and to show potential volunteers the kind of culture they can expect at your organization regarding volunteers. A commitment by UN offices to involve volunteers would be a wonderful thing – allowing people, particularly local citizens, to take on tasks and see first hand how an agency works that is meant to serve them, creating a sense of both ownership by citizens as well as a sense of transparency about the agency.

My other blogs on this GROWING internship controversy worldwide:

Note that the links within the aforementioned blogs may not work, as I moved all of my blogs from Posterous to WordPress a year or so ago, and it broke all of the internal links. Also, some web pages on other organization’s sites have moved since I linked to such, and I either don’t know or haven’t been able to find a new location for the material.

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How to apologize to the world

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A followup to my earlier post this week, about the PR disaster generated by a PR company, the one formerly known as Strange Fruit PR (ugh!).

In that blog, I quoted their non-apology for the fiasco, and then wrote what their apology should have looked like.

By contrast to that non-apology is the REAL apology from GreenPeace.

GreenPeace did something really horrible: to get the attention of delegates and the press attending the United Nations Climate Change Conference in Peru, Greenpeace activists went to site of the historic Nazca lines in Peru and laid out massive yellow letters reading “Time for Change: The Future is Renewable.” The area around the lines is strictly prohibited, and anyone who gets a permit to walk in the area must wear special footwear, because foot prints could ruin the area. Greenpeace trampled ancient, undisturbed grounds – they harmed something environmentally. Deputy Culture Minister Luis Jaime Castillo of Peru said, “They are black rocks on a white background. You walk there and the footprint is going to last hundreds or thousands of years. And the line that they have destroyed is the most visible and most recognized of all.”

Bad. VERY BAD. This is the apology Greenpeace offered:

We take personal responsibility for actions, willing to face consequences.

Without reservation Greenpeace apologises to the people of Peru for the offence caused by our recent activity laying a message of hope at the site of the historic Nazca Lines. We are deeply sorry for this.

We fully understand that this looks bad. Rather than relay an urgent message of hope and possibility to the leaders gathering at the Lima UN climate talks, we came across as careless and crass.

We have now met with the Peruvian Culture Ministry responsible for the site to offer an apology. We welcome any independent review of the consequences of our activity. We will cooperate fully with any investigation.

We take personal responsibility for actions, and are committed to nonviolence. Greenpeace is accountable for its activities and willing to face fair and reasonable consequences.

I will travel to Lima, this week, to personally apologise for the offence caused by the activity and represent the organisation in any on going discussions with the Peruvian authorities.

Greenpeace will immediately stop any further use of the offending images.

THAT is an apology. It takes full responsibility, it never makes excuses. Well done. Staff at a certain PR company in Austin, and many politicians: take notice.

Also see:

Handling a social media faux pax/ (kudos the American Red Cross)