November Networking Event

NOV NETWORKING EVENT: Running Volunteer Programs for Culturally and Linguistically Diverse (CALD) backgrounds

30 November, 201710:00am – 12:00pm

Agenda

Welcome and Introduction

Presentation

Q&A and Wrap up

Networking

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Running a Volunteer Program for Culturally & Linguistically Diverse (CALD) backgrounds

Marist 180

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Key ConsiderationsToday’s presentation will cover:

• Why recruit volunteers from CALD backgrounds?

• How and where to recruit?

• Manage expectation through the onboarding process

• Our experiences & challenges

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The Diversity Council of Australia defines Cultural

Diversity as:

The variation between people in terms of how they identify on a range of dimensions including ancestry, ethnicity, [i] ethno-

religiosity, language, national origin, race,[ii] and/or religion.

The key phrase here is of course “how they identify” because culture is complex, nuanced and evolving. Data collection must

always be guided by questions about how the client/volunteer/staff member identifies. Never presume. 6

Why Recruit volunteers from CALD backgrounds?

At Marist180 we have recruited diversely because of the nature of the work we do

with people seeking asylum. Our need for CALD volunteers is contractually

specific. We recruited volunteers strategically so that they mirrored the client

cohort.

‒ Our volunteers add quantifiable $ value to our service provision with their

language skills. They support caseworkers by translating and interpreting.

‒ Less quantifiable but infinitely more valuable is the Cultural Brokerage diverse

volunteers bring.

“Cultural Brokerage: the act of bridging, linking or mediating between groups or

persons of differing cultural backgrounds for the purpose of reducing conflict or

producing change”.

Source: Jezeweski & Sotnik, 2001. Our volunteers help with orientation of newly arrived migrants, they

contextualise behaviours for caseworkers and provide invaluable operational assistance.7

Your organization doesn’t need to work with CALD communities to benefit from a diverse volunteer pool. It is good for business!

• Business networks and knowledge of business practices and protocols in

overseas markets

• Low cost intelligence about overseas markets, including intimate knowledge of

consumer tastes and preferences.

• Open up business networks and identify and enter new local, regional and

international markets

• Develop improved domestic niche marketing - 9.9 million Australian consumers

are either born overseas or have at least one parent born overseas. Businesses

that want to reach their ‘whole’ market cannot afford to ignore this critical mass of

consumers.

Source: Diversity Council of Australia. Inclusion index. 2017 8

Diversity is the outcome. Inclusion is the strategy.

If you work in an inclusive organization you are:

• 10 times more likely to be highly effective than workers in non-inclusive teams.

• 9 times more likely to innovate.

• 5 times more likely to provide excellent customer/ client service.

As the social care sector transitions, CALD volunteers are an invaluable resource to inform service

provision. Build on inclusion and organizational cultural awareness to include CALD perspective in strategy.

Collaboration and co-design are key to future funding trends.

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Cultural LunchesAn inclusion strategy to celebrate the diversity of our staff and volunteers.

All of these people identify as African. They all have their own national, local, linguistic, tribal, religious and

ethnic identities. NB. Africa is not a country. 10

Did you know that 3 is the magic number?Grow your cultural awareness of diverse volunteers by asking questions. No one is an expert in all cultures – even their own. Avoid tokenism. Listen and learn. 3 cups of tea sets the scene in Persia.

There is a fine line between celebrating a culture and appropriating a culture. Allow staff and volunteers with

a CALD background to take the lead. Curiosity is the key. If you are not sure what is the right thing to do – ask

and to be safe always take your shoes off at the door.

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Once you have clarified why you need diverse volunteers, map out how to find them.

• Take yourself off to Film Festivals, multicultural events, ethnic eateries and poetry

slams. Venture into unfamiliar postcodes. Talk to people about what you do and

always have a business card to hand. Old school, grassroots, community

engagement. If you are asking people to engage outside their comfort zone in

your volunteering program, you need to meet them half way.

• Strategic planning.

‒ Promote your volunteering program at migrant interagency spaces.

‒ Look at how your organization can support CALD communities. Be in in it for

the long haul. Embody respect and empowerment.

‒ There are many charities and not for profits initiated by migrant communities.

Connect with them if your missions align. Tag them on social media. Support

their events and you will have a table to promote your volunteering program.

Be Bold: Make connections. Talk to people. Offer them a smorgasbord of options. You would be surprised

how much migrant communities seek opportunities for civic engagement. They want to be part of their new

home and seek ways to positively contribute to society.

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Managing ExpectationThis is key to getting it right.

• Be crystal clear about do’s & don’ts of role. Justice frameworks need to be spelt

out clearly, and position descriptions framed in simple, direct language.

• Identify cultural nuances that may impact matching a volunteer with a client. If

you are not sure ask. Brush up on interpersonal communication because body

language is everything.

• Language matters.

‒ Context matters

‒ Keep an open mind

‒ If in doubt ask

‒ Focus on the person rather than the cultural background

George Bernard Shaw said it best: “The single biggest problem with communication is the illusion that it has

taken place” This is exponentially true in CALD spaces. 13

Our Experiences & Challenges

• Compliance Responsibilities. Harrassment and Bullying, EEO.

‒ Completing forms and background checks.

‒ Understanding policy & procedure

• Clash of worldviews: collectivistic cultures versus individualistic cultures.

‒ Training on professional boundaries needs to be delivered and reinforced from

time to time in supervision. This is true for volunteers of all backgrounds, but

particularly true in cross cultural contexts where food is love and volunteer

managers don’t have oversight on communication in a second language.

‒ Alternative time space continuums. A generalization but one that plays out in

the volunteer program from both sides. A call to confirm the arrange time and

place for the engagement each time goes a long way to reducing frustration.

‒ Getting honest feedback from CALD volunteers is challenging. Let us know if

you find ways of making this work!

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Creating an Inclusive Workplace for CALD volunteers

• An inclusive CALD volunteer program is contingent upon organizational

commitment to diversity. Check out your organization’s diversity policy. Do they

have one?

• Culturally reflective practices frameworks that accommodate religious and

cultural practices. For example; reduced volunteering load during Ramadan, the

Muslim fasting period, or cultural preferences for gender in the context of

volunteering assignments.

• Advocate to build cultural awareness in your organization with bespoke training. It

is a growing area and there are many fee for service models out there.

• Download a calendar from Diversity Council of Australia and be aware of

significant celebrations.

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Staff, clients and volunteers celebrating Diwali together.

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ConclusionThere are no fixed conclusions.

Begin including CALD volunteers in your programs and contribute to a community of practice

• Including Culturally and Linguistically Diverse people in your volunteering

program is challenging but the shared learning is immense both personally and

professionally.

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Q & A

You can become

a member of

The Centre for

Volunteering!

Upcoming Events

Over the holidays:

Free Access to Think Bespoke’s LinkedIn for Business Online

Seminar Series for members only

22 February 2018 @ 2pm– 4pm

http://www.volunteering.com.au/volunteer-management-resources/

February

Getting students involved in volunteering - University of Technology

Sydney

http://www.volunteering.com.au/event/february-2018-networking-event-

getting-students-involved-in-volunteering-university-of-technology-sydney/

21 March 2018 @ 10:00am – 12:30pm

Exclusive Onsite Tour and Presentation for Volunteer Managers-

The Royal Botanic Garden Sydneyhttp://www.volunteering.com.au/event/march-2018-networking-event-exclusive-

onsite-tour-and-presentation-for-volunteer-managers-at-the-royal-botanic-garden-sydney/

The CfV - How do we help?

The Centre for Volunteering has a range of resources and research links to help your volunteer program

NSW Volunteer of the Year

Awards

THANK YOU

For more information visit http://www.volunteering.com.au