Good Practice in Supported Volunteering Introduction

Transcription

1 Introduction The aim of this course is to assist organisations to develop good practices in the inclusive recruitment, training and management of disabled volunteers.

2 Copyright Disability Equality NW 2012

3 Aims: To raise awareness of good practice in the inclusive recruitment, training and management of disabled volunteers Areas of discussion will include: The Social Model of Disability and the Equality Act 2010 Identifying and marketing volunteer roles Recruiting and matching volunteers Support, training and recognition of volunteers

4 Social Model of Disability QUIZ Before looking at the rest of the presentation please answer the questions by putting an X in the appropriate column. Name: Medical Social 1 Disability is caused by society in which we live and is not the fault of an individual disabled person. 2 Defines people by their illness and not as individuals. 3 It justifies the way in which disabled people have been excluded from society. 4 Barriers that prevent any individual playing a part in society are the problem, not the individual. 5 Thinks of disabled people as dependent and needing to be cured or cared for Disabled people are disempowered by this model. Disability is the product of the physical, organisational and attitudinal barriers present within society. The disabled person is the problem - not society. 9 Takes account of disabled people as part of our economic, 10 environmental and cultural society. The devaluing of disabled people through negative images in the media

5 Why is it important to think about the social model! Because Person Centred thinking came from the social model thinking! Personalisation is about looking at what the person wants in their life! Disabled people had to fight very hard to live lives not controlled by others!

6 Who are Disabled people? Disabled people are just people who face barriers in their lives! Disabled people are people that sometimes need support to live their lives!

7 Looking at disability from different viewpoints Different people and cultures have different viewpoints about disabled people Some see disabled people as an object of pity

8 Looking at disability from different viewpoints Some see disabled people as less of a human being Some think disabled people are useless for society Some see disabled people as not normal Some see disabled as special Some see disabled people as scroungers

9 Exercise What is disability and how do you explain it? Split into 2 or 3 groups Discuss this for 10 minutes and share your views with the whole group Make a list of important words and sentences

10 Two conflicting viewpoints of disability There are two very different ideas or (models) about disability The medical or individual model of disability The social model of disability

11 Dave Lupton is a disabled cartoonist. His writing name is Crippen and he uses cartoons to highlight disability issues. He has his own website which can be found at:

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14 This is what the medical model of disability says You are the problem. Your disability needs curing. You can't make decisions about your life. You need professionals to look after you. You can never be as equal as a non-disabled person.

15 Medical model definitions Impairments - any loss or abnormality (not normal) of psychological (brain and mind), physiological (body and organs) or body structure or function (how the body works or looks). Disability is the lack of ability to perform daily activities of living in a way that is seen as normal.

16 Confined to a wheelchair or wheelchair bound Is sick He or she is the problem Can t get around because they are disabled Is a burden Is housebound Needs a cure Needs institutional care Needs a doctor Can t walk

17 Medical model says that the impairment or condition is the problem! A cure, therapy, drugs or surgery Assume individuals cannot manage Separate education or employment Special transport How the medical model thinking may affect your life A restricted life. Sometimes not being able to function as normal Individual becomes the patient = powerless Separated from society Has little autonomy being able to choose for themselves

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19 What is the social model of disability? The social model of disability was constructed by us disabled people. The social model of disability identifies barriers, negative attitudes and exclusion by society (on purpose or not). This means that society is the main cause of disability.

20 Social model definitions Impairment is something to do with your body, or mind but it is not disability. Disability is a loss or limitation of opportunity to take part in every day life of the community on an equal basis with others due to physical or social barriers. -DPI (Disabled People s International) 1981

21 Breaking down barriers!

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23 Exercise What are barriers? Split into 2 or 3 groups Discuss this for 10 minutes and share your views with the whole group. Think about how barriers can be changed. Make a list of important words and sentences

24 Barriers Think about what you have been told about Disability Changing your environment what could be done? Other people s attitudes what are they? How organisations are structured how could they help? Economic

25 Social barriers can include

26 Social Model of Disability Society is the problem, setting up barriers for disabled people causing dependency, discrimination and limited opportunity These barriers could be physical; Informational; in attitudes Solutions Legislation Equality Act Change people s attitudes Accessible buildings, transport, Inclusive education, employment, leisure Results Disabled people have independence, choice and control General public respect and value disabled people

27 Social Model of Disability QUIZ Now you have seen the presentation please answer the questions by putting an X in the appropriate column and compare with the original one. Answers on next slide. Name: Medical Social 1 Disability is caused by society in which we live and is not the fault of an individual disabled person. 2 Defines people by their illness and not as individuals. 3 It justifies the way in which disabled people have been excluded from society. 4 Barriers that prevent any individual playing a part in society are the problem, not the individual. 5 Thinks of disabled people as dependent and needing to be cured or cared for Disabled people are disempowered by this model. Disability is the product of the physical, organisational and attitudinal barriers present within society. The disabled person is the problem - not society. 9 Takes account of disabled people as part of our economic, 10 environmental and cultural society. The devaluing of disabled people through negative images in the media

28 Quiz Answers A/ Name: B 1 Disability is caused by society in which we live and is not the fault of an individual disabled person. 2 Defines people by their illness and not as individuals. 3 It justifies the way in which disabled people have been excluded from society. Medical Social X X X 4 Barriers that prevent any individual playing a part in society are the problem, not the individual. 5 Thinks of disabled people as dependent and needing to be cured or cared for. 6 Disabled people are disempowered by this model. 7 Disability is the product of the physical, organisational and attitudinal barriers present within society. 8 The disabled person is the problem - not society. 9 Takes account of disabled people as part of our economic, environmental and cultural society. 10 The devaluing of disabled people through negative images in the media X X X X X X X

29 Understanding the Social Model of Disability How many models of disability can you name?

30 Understanding the Social Model of Disability There are several models of Disability: The Medical Model of Disability The Social Model of Disability The Expert or Professional Model of Disability The Tragedy and/or Charity Model of Disability The Moral Model of Disability The Legitimacy Model of Disability The Empowering Model of Disability The Social Adapted Model of Disability The Economic Model of Disability The Market Model of Disability The Spectrum Model of Disability

31 Equality Act 2010

32 Equality Act 2010 England and Wales have had laws against discrimination since the 1960s. The Race Relations Acts of 1965, 1968 and 1976 outlawed race discrimination, the Equal Pay Act 1970 and the Sex Discrimination Act 1975 outlawed gender discrimination and the Disability Discrimination Act 1995 outlawed disability discrimination.

33 Equality Act 2010 In 2010 all anti-discrimination laws were brought together under one Act: the Equality Act 2010 (EqA). The EqA has applied in England and Wales since 1 October 2010.

34 Equality Act 2010 Under the EqA it is unlawful to discriminate against someone who has a disability. The EqA provides protection against discrimination that happens at work, in the provision of services, public functions and premises, and in education. The EqA also deals with discrimination in associations. It does so by making discrimination unlawful in a number of ways, and by providing legal remedies to individuals who experience discrimination.

35 Equality Act 2010 Protected characteristics The EqA makes it unlawful to discriminate against someone on the basis of any protected characteristic set out in the Act. The protected characteristics are: Disability Age - Gender reassignment - Marriage and civil partnership Race - Religion or belief - Gender Sexual orientation - Pregnancy and maternity

36 Equality Act 2010 What is a disability under the EqA? Under the EqA a person will be considered to have a disability if they: Have an impairment that is either physical or mental; and The impairment has substantial adverse and longterm effects on their ability to carry out normal dayto-day activities.

37 Equality Act 2010 The duty to make reasonable adjustments The law recognises that adjustments may need to be made in certain areas to help disabled people overcome barriers not faced by people who do not have disabilities. This duty arises when an employer knows (or should know) that an employee is disabled. The duty to make reasonable adjustments is a positive one and employers are expected to be able to show that they have paid careful attention to meeting it.

38 Equality Act 2010 An employer should consider all adjustments that may help the disabled person. These may include: Making adjustments to the working area Changing an employee s working hours Allowing an employee to work from home Allowing an employee to be absent during work hours for rehabilitation, assessment or treatment Providing additional supervision or support Acquiring or modifying equipment

39 Equality Act 2010 The employer cannot require an employee to contribute to the cost of making the reasonable adjustments, but grants and other funding will often be available to an employer from the Access to Work scheme.

40 Equality Act 2010 What is a volunteer? A volunteer is someone who offers to work free-ofcharge on a goodwill basis. They are under no obligation to work and they are under no obligation to be paid for their work. If they are reimbursed expenses, it is strictly for the costs incurred through volunteering - such as their food or travel.

41 Equality Act 2010 How does the Equality Act 2010 protect volunteers? Understandably as volunteers weren't protected by discrimination law before the Equality Act 2010, many would not expect it to now. However the Equality and Human Rights Commission, which produces statutory and non-statutory guidance for the Equality Act, has indicated that volunteers would be protected as service users: it states that in involving volunteers with their organisation, organisations are effectively offering them a service.

42 Equality Act 2010 What does this mean in practice? If you provide a service to the public (whether that's as a community centre, an advice-provider, a shop, a club, a website, a care home or a private club/association with over 25 members, to name but a few) the Equality Act 2010 applies to your services. Volunteers would be among the service users protected from discrimination.

43 Equality Act 2010 What does this mean in practice? Service users are protected from the following kinds of discrimination: Direct discrimination (this includes discrimination by association and discrimination by perception). Discrimination arising from a disability. Indirect discrimination. Harassment. Victimisation. Failing to make reasonable adjustments

44 Equality Act 2010 Conclusion Organisations have often chosen to treat their volunteers more generously than the law provides. Now that the Equality Act 2010 introduces legal protection of volunteers from discrimination, this is a good way to ensure that your organisation is legally compliant. It could be worth stating in your policies that you do not intend to create a contractual relationship with your volunteers, but that as a matter of respect and dignity, you believe that volunteers deserve to be treated fairly and inclusively wherever reasonable.

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46 What is? aims to identify the barriers (physical and/ or attitudinal) that preclude a disabled person from contributing as a volunteer and to put in place reasonable adjustments to enable participation. As volunteer managers, we should be mindful of both the Equality Act 2010 and the Social Model of Disability when developing your volunteer policy.

47 Group exercise In your groups discuss and write down your answers to the following: How do you currently identify volunteer roles in your organisation? What type of roles are available for your volunteers? How do you promote and market your volunteer roles?

48 Identifying Volunteer Roles - Good Practice Tips Your organisation should have in place an Equality and Diversity policy and provide training about this policy as part of the induction of new staff, volunteers, trustees, directors etc. Be clear who you are supporting to become volunteers. You may be funded to run a project that focuses on involving volunteers with a specific condition, i.e. mental health or learning difficulties.

49 Identifying Volunteer Roles - Good Practice Tips The volunteer manager should liaise with staff to discuss the involvement of volunteers supporting their individual projects. Is the venue or location where the volunteer role will be carried out suitable for disabled people as volunteers? I.e. accessibility, disabled facilities etc.

50 Identifying Volunteer Roles - Good Practice Tips Ensure that each volunteer role has a description that clearly defines what the volunteer will do and what skills they may need to carry out the role. This is an important point of reference when matching potential volunteers.

51 Identifying Volunteer Roles - Good Practice Tips The role description should highlight: the specific tasks and responsibilities of the volunteer; the required volunteering hours and times any relevant skills, experience and knowledge the volunteer will be required to have the member of staff acting as their supervisor

52 Developing Publicity Material Good Practice Tips When designing volunteer leaflets, handbooks etc, ensure they are produced in alternative formats. Can you think of any examples? Braille Easy Read Audio and video Font size, background colour etc.

53 Marketing Volunteer Roles Good Practice Tips Are there existing disability groups that you can visit or disabled people within your own organisation that you could target to support your project as volunteers? The completed role description should be advertised externally through the local volunteer centre and other networks to ensure diversity and inclusion.

54 Marketing Volunteer Roles - Good Practice Tips Be as informal as possible. Formal presentations can sometimes be intimidating for disabled people. It may be better to chat with people in small groups or on a one-to-one basis to discuss possible roles and the potential benefits of volunteering. Invite some of your existing disabled volunteers to share their experience of volunteering with your organisation.

55 Group exercise Reviewing what we have discussed, what would you do differently? Discuss and write down your answers to the following: How would you identify volunteer roles in your organisation? What type of roles are available for your volunteers? How would you promote and market your volunteer roles?

56 Group exercise Once individuals have shown an interest in volunteering, the next stage will be the recruitment and matching process. Discuss and write down your answers to the following: How do you currently recruit and select volunteers? How do you ensure volunteers are matched to the correct roles?

57 Recruiting Volunteers - Good Practice Tips General safeguarding issues. Staff responsible for the recruitment of disabled volunteers should have CRB clearance. If your organisation permits you to meet potential volunteers in their home, ensure you adhere to your organisation s Lone Working Policy and have in place a risk assessment. It would be more advisable to meet in your work place or in public i.e. a café.

58 Recruiting Volunteers - Good Practice Tips Avoid an over formal recruitment procedure. Some disabled people are low in confidence and over formality may be a barrier to volunteering. Language used here is important, ie: invite an individual in for a chat about volunteering rather than an interview. Some disabled people may experience difficulties with literacy. Encourage assistance with form filling either from a relative, personal assistant or support worker.

59 Recruiting Volunteers - Good Practice Tips As much as possible, encourage the individual to talk about their interests and experience. The more gained from this conversation, the easier the matching process will be. Additionally, the more information gained about the individual s support needs will enable the volunteer manager to identify any reasonable adjustments required.

60 Matching Volunteers - Good Practice Tips Matching the right volunteer to the right role is important. The wrong match might be negative or counter-productive for the individual. The main issue to be aware of here is does the disabled person have the skills and interest to carry out the role.

61 Matching Volunteers - Good Practice Tips The individual s condition may have a contributing factor on why the disabled person cannot carry out the role but should not be the deciding factor, especially if the individual has all the right skills to volunteer in the role. This is where reasonable adjustments should be considered ways in which the organisation can accommodate the person s support needs while they volunteer.

62 Matching Volunteers - Good Practice Tips Some examples of reasonable adjustments might be: If the volunteer is unable to drive or are uncomfortable travelling on the bus, the organisation may cover the cost of taxi fare so the volunteer can attend their placement. Providing speaking software to enable a blind volunteer to read s, messages etc on a PC

63 Matching Volunteers - Good Practice Tips Flexible volunteering for an individual experiencing mental health issues who finds it difficult to participate in the morning Ensuring working documents are available in picture supported Easy Read for a volunteer with learning difficulties Accommodating a personal assistant or support worker to accompany an individual to volunteer

64 Group exercise Reviewing what we have discussed, what would you do differently? Discuss and write down your answers to the following: How would you recruit and select volunteers? How would you ensure volunteers are matched to the correct roles?

65 Group exercise You have recruited your volunteer. Discuss and write down your answers to the following: What support do you currently offer your volunteers? Do you offer induction and training? How? How do you recognise the contribution of your volunteers?

66 Supporting Volunteers - Good Practice Tips Volunteers should have a named supervisor responsible for ensuring their volunteering experience is positive and is a point of contact about their role and any issues they may have. Volunteer meetings - gives the volunteers a chance to feedback about their volunteering experience and also assists volunteer managers to better understand their volunteers, issues around their support needs and to find ways to collectively address these issues.

67 Supporting Volunteers - Good Practice Tips Periodically, the volunteer manager should meet with the volunteer for a one-to-one review. The aim of the review is to see how the volunteering is going, if they require any further training, clarify that their role still meets their interests and address any issues, further reasonable adjustments etc.

68 Supporting Volunteers - Good Practice Tips To set up your own buddying system, which will provide a volunteer buddy to assist the disabled volunteer to access their placement, ie: providing transport and/or support in carrying out their placement role.

69 Supporting Volunteers - Good Practice Tips Starting your own buddying system Volunteer buddies can be recruited from your existing volunteer team, especially more experienced volunteers. The buddies will need to have completed all clearances including CRB check and have substantial training around Lone Working.

70 Supporting Volunteers - Good Practice Tips The buddy will need to be comfortable supporting and motivating the volunteer to participate in a volunteer role. Therefore a good understanding of the volunteer role they are supporting the individual in is important. The ability to drive or willingness to accompany someone to their placement on public transport would be helpful. For car drivers, the organisation will need to ascertain the correct insurance is in place.

71 Supporting Volunteers - Good Practice Tips It is good practice to involve the disabled volunteer in the recruitment process of the buddy to ensure a suitable match. This will help minimise any future issues. The buddy s supervisor should ensure the buddy receives regular support sessions to provide feedback and address any issues.

72 Training Volunteers - Good Practice Tips New volunteers should be supported to go through an induction programme, which clearly prepares them for their role and responsibilities. This should be done on a one-to-one basis and allow enough time to go at the volunteer s own pace. Any induction/ training materials should be made available in alternative formats and any group training sessions should accommodate a personal assistant or buddy to support the individual if required.

73 Training Volunteers - Good Practice Tips The delivery of training should be clear, brief but informative and presented in a format appropriate to the individual s needs. This could be in small groups or even one-to-one. It could be formal with a Power Point presentation or an informal chat showing a DVD about the training subject.

74 Volunteer Recognition - Good Practice Tips Thank You events. Holding one or two events per year would be a good way of recognising the work of the volunteers. This could be an outing during Volunteers Week or a Christmas party. The volunteers themselves could assist in the planning via the volunteer meetings. This is a good way of developing peer support and friendships amongst the volunteers, which is very positive for those individuals who, prior to volunteering, may have been quite socially isolated.

75 Volunteer Recognition - Good Practice Tips Disabled people volunteer for lots of different reasons. At DENW we recognise that individuals are not just volunteers but may present a variety of issues that affect their lives. It is therefore good practice to provide a holistic approach in recognising these issues and have in place opportunities to refer the volunteer to an appropriate service either internally or signposting externally.

76 Volunteer Recognition - Good Practice Tips Assist the volunteer to keep of portfolio of their progress while volunteering. This can be used to assist the volunteer to develop a CV in case they wish to move into other volunteering or paid employment. Occasionally going through the portfolio with the volunteer can enable them to reflect on their achievements, thus increasing their self esteem. Provide references for volunteers.

77 Group exercise Reviewing what we have discussed, what would you do differently? Discuss and write down your answers to the following: What support will you offer your volunteers? How will you induct and train your volunteers? How will you recognise the contribution of your volunteers?

78 Any Questions?

79 Aims: To raise awareness of good practice in the inclusive recruitment, training and management of disabled volunteers Areas of discussion will include: The Social Model of Disability and the Equality Act 2010 Identifying and marketing volunteer roles Recruiting and matching volunteers Support, training and recognition of volunteers