Understanding Volunteerism among Aboriginal Peoples

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Exploring Volunteerism among Aboriginal Peoples focuses on key informant interview and survey findings regarding the perception, benefits, social outcomes, and challenges of volunteering within Aboriginal communities. The research delves into the cultural significance of volunteering, recruitment and retention strategies, as well as the vital role of organizational support in sustaining engagement in volunteerism.

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Exploring Volunteering among Aboriginal Peoples and Ways of Encouraging and Sustaining Engagement in Volunteerism: Key Informant Interview and Survey Findings Teresa Edwards March 2012

Overview Introduction Methodology Perception of Volunteering Informal and Formal Volunteering Benefits of Informal Volunteerism Benefits of Formal Volunteerism Social and Personal Outcomes of Informal and Formal Volunteering Teresa Edwards March 2012 2

Overview continued Routes of Volunteerism Where Aboriginal Peoples Volunteer Recruitment Challenges and Best Practices Retention Challenges and Best Practices Questions Teresa Edwards March 2012 3

Introduction Native Women s Association of Canada Aboriginal Peoples History and Statistics Project explored routes and barriers to volunteerism, recruitment and retention challenges, organizational supports needed, anecdotal impressions and participant views while working with Aboriginal Peoples

Methodology A literature review was conducted to assess what has already been established on the subject matter. A total of 65 people participants took part in the project at several sessions and meetings, primarily made up of First Nations (on and off reserve) and M tis. Participants from other equality-seeking human rights organizations were able to participate; one Inuit specific session was held to obtain the views and challenges that are faced by Inuit Peoples when dealing with the issue of volunteering. An Inuit specific project would be best in the future to address challenges encountered. The information gathered was analyzed and trends were identified. Quick Profile of Participants: 40 participants completed the survey/questionnaire 25 Interviews were conducted 57 participants self-identified as Aboriginal 8 participants identified as non-Aboriginal 50 of the 65 turned out to be women ranging from 20-60 years of ages Teresa Edwards March 2012 5

Perception of Volunteering Volunteering among Aboriginal Peoples is: Understood as an inherent part of Aboriginal culture Helping out A selfless duty A tradition that has been passed on through family and cultural living A social and spiritual connection and responsibility to the Creator, your Nation, other Nations, your community, and your family Teresa Edwards March 2012 6

Informal vs. Formal Volunteering Quick Facts Informal volunteerism is more frequent in Aboriginal communities. Aboriginal volunteers tend to volunteer within their community, by performing any task that is required. More women than men volunteer. Volunteer activities performed by women and men are often gender- specific. Young people are expected to volunteer within the culture. Adults volunteer when they want to be involved and/or support change in their communities. Seniors often volunteer on a regular basis- they have stronger link to their traditional values. More people are likely to volunteer within their community then when living off reserve or a settlement, or for an Aboriginal specific organization within urban centres. Teresa Edwards March 2012 7

Benefits of Informal Volunteerism Allows Aboriginal Peoples to take on a variety of tasks in a more comfortable work structure Removes any discomfort Aboriginal Peoples may have with mainstream hierarchical infrastructure Volunteers have the ability to select events, venues and tasks that they want to help do Allows Aboriginal Peoples the flexibility to participate when they can given multiple commitments and barriers Teresa Edwards March 2012 8

Benefits of Formal Volunteerism Strengthens local economies Volunteer fundraising events also help generate value to the community s profile Organizations can provide services to the community that they otherwise would not be able to provide due to financial limitations Teresa Edwards March 2012 9

Social Outcomes of Informal and Formal Volunteering Brings the communities together Offers new perspectives and awareness Builds stronger relationships between members of the community Builds mutual respect and social cohesion between Canada s Aboriginal Peoples and non-Aboriginal populations Offers Restorative Justice alternatives to the justice system circle sentencing Makes communities safer, and more connected Enhances health and well-being Strengthens urban Aboriginal communities Creates a sense of community and belonging Teresa Edwards March 2012 10

Personal Outcomes of Informal and Formal Volunteering Human connection Sense of belonging Interpersonal skills, communication skills and organizational skills Increased knowledge of issues related to their volunteer experience Develop job skills Develop a network Helps with finding employment Teresa Edwards March 2012 11

Routes of Volunteerism School employment programs Media (internet, newspapers, radio, social media) Word of mouth Outreach by organizations contacting Aboriginal communities Recruiting previous volunteers so that they can in turn recruit new volunteers from their community Teresa Edwards March 2012 12

Where Aboriginal Peoples Volunteer Organizations where Aboriginal Peoples Volunteer Activities performed by Volunteers Senior organizations on reserves, the Senior home and within Senior Clubs; Sporting events and organizations; School councils; Organizations for improved health, Medical Centres; Aboriginal events; Aboriginal Community Organizations; Friendship Centres; Cultural School and Community Events; and Etc. Cooking; Cleaning; Recreational activities such as Youth sports: hockey, wrestling, and lacrosse are favorite volunteering situations for people with money but little time; Assisting Seniors; Helping with powwows, prayers, openings in events and blessings ceremonies; Giving teachings, dancing, drumming and singing; and Etc. Teresa Edwards March 2012 13

Recruitment Challenges Lack of transportation and poor economic conditions Absence of support Systemic barriers, including racism, cultural insensitivity, and lack of relationships between Aboriginal and non-Aboriginal people Mainstream hierarchical titles (such as President) conflicting with community values Lack of self-esteem and feeling of purpose Family status: single mothers and caregivers for Elders, family and extended family crises, such as poverty, crime, incarceration, and substance abuse Teresa Edwards March 2012 14

Recruitment Challenges Continued Time-constraints Employment status Legalities: The requirements of formal volunteerism can be too demanding require signing waivers, filling out documents, etc. High rate of turn-over: it is difficult to retain volunteers due to the lack of pecuniary payment to the individuals for their time and services Lack of skills required: Some volunteer positions require particular skills that come volunteers may not have, and training is not offered Teresa Edwards March 2012 15

Recruitment Best Practices Link volunteerism with the notion of helping out as understood in Aboriginal culture Aboriginal representation within the organization s staff Targeted recruitment Aboriginal staff to recruit Simple and clear recruitment process Having a positive reputation/relationship in Aboriginal communities Organizations should be transparent and credible Teresa Edwards March 2012 16

Recruitment Best Practices Organizations should have good financial supports. Organizations should offer and advertise great experiences such as travel opportunities and professional training. Organizations should make sure to really advertise their volunteer positions. Organizations can recruit a volunteer coordinator in order to establish the processes required to better attract, engage, and enable Aboriginal volunteerism. Non-Aboriginal organizations should familiarize themselves with Aboriginal culture and protocols. Teresa Edwards March 2012 17

Retention Challenges Retention is directly linked to recruitment challenges. Time constraints Aboriginal Peoples may have responsibility for children and Elder parents, etc. Repetition: There is a tendency for the same people to volunteering all the time. They risk being overwhelmed and eventually stop volunteering. Lack of commitment: the informal volunteers tend to lack commitment unless the tasks are enjoyable. Teresa Edwards March 2012 18

Retention Best Practices Providing training to volunteers helps them feel prepared Providing ongoing supervision and support Providing feedback to the volunteer Encouraging family volunteering, and providing care Appreciation for volunteers praise, recognition, gifts, meals provided Providing unstructured volunteer opportunities Creating a comfortable and inclusive environment Providing proper culturally relevant mechanisms to deal with difficult situations, such as conflict resolution Building relationships with organizations and communities Offering support and encouragement Teresa Edwards March 2012 19

Retention Best Practices Organizations can offer cultural communication methods and conflict resolution solutions. Organizations should offer an interesting volunteer environment. Organizations should encourage its volunteers to participate in the activities that are most geared toward their interests. Organizations should be upfront with the volunteers about the commitment that is expected of them. Organizations should make it fun for volunteers to participate! Questions? Teresa Edwards March 2012 20