Building Inclusive Environments = Increased Volunteer Participation Dr Pam Kappelides La Trobe University, Victoria, Australia

Background About one-third of the Australian population aged 18 years and over participated in voluntary work (6.1 million or 36%). A third of these, or just over 1.7 million people (11.2%) volunteered for sports and physical recreation organisations (Australian Bureau of Statistics, 2012). 18.5% of the population in Australia had a disability in 2015 but more than half of those individuals were not employed in paid work (Australian Bureau of Statistics, 2016). People with a disability viewed as recipients of services rather than service providers (Roker, Player & Coleman, 1998).

Volunteers with a disability Positive Outcomes Opportunity to combat discrimination and demonstrate that they can be respected members of a team; Positive role modelling that people with a disability can volunteer and make a valuable contribution to society; Increased self-worth in being able to give back to the community; Greater social connections within the organisation and broader community; An opportunity to participate in the community when they may be unable to find paid employment due to their disability; An opportunity to progress from a participant to volunteer role within a familiar organisation. Increased social and life skills; Development of practical and work skills; “Advocating and showing people what we can do, even though we’ve got a disability” (Volunteer) “I really, really enjoy volunteering. I don’t work at the moment so it’s all I’ve got” (Volunteer) “I am supported by my family to volunteer. They can see that I need that outlet, for my own gratification and for my own mental health” (Volunteer)

Volunteers with a disability Barriers to Volunteering Attitudinal barriers – general lack of understanding and awareness of what people with a disability can contribute to volunteering; Misunderstanding – concerns that people with a disabilities health or condition could adversely impact on their reliability; Lack of inclusion – many sport and recreation organisation are perceived as not encouraging in their practices to integrate people with disabilities within their programs and services; Fear and lack of reasonable adjustments – a lack of physical access in the working environment and training venues, as well as inflexibility in working arrangements and provisions of equipment; Accessibility – some people with a disability will be discouraged from applying if they cannot access the recruitment process due to lack of alternative formats; Lack of self- confidence – a lack of confidence in their abilities to seek volunteer opportunities; Financial – lack of resources to fund the individual costs of volunteering e.g., accessible public transport is limited. “If they’re wanting someone to do something they won’t go to me, because, you know, I’m disabled” (Volunteer) “People don’t think I’m capable of doing a lot. People get really surprised when I jump in my car and start driving off” (Volunteer)

What did organisations say: “I honestly think it just comes back to confidence {for the organisation}. It’s just that clubs may never have been exposed to the world of disability and not knowing what to do or say. So we need more education on how to be inclusive” (Program Coordinator). “There is a real lack of awareness, a lack of understanding that people with a disability have a huge contribution to make to sport in general” (Program Coordinator).   “All volunteers with or without disabilities should be treated and supported equally but we don't” (Program Manager). “I was able to see a volunteer grow and share his life experiences. This volunteer used to be shy and timid and currently volunteers and does public speaking about his experiences which encourages others to also volunteer even if they have a disability” (Volunteer Manager).

How can sport and recreation organisations maximise the participation of volunteers with a disability? Clarify the roles and purpose of volunteers with a disability in the organisation; Provide images that promote people with a disability as volunteers, such as including them in recruitment campaigns stating that all people are welcome to apply for volunteering; Provide education, diversity training and planning workshops for paid staff and other volunteers about working with volunteers with a disability; Ensure a good match between the nature of roles in the organisation and the volunteers interests/needs; During the recruitment process be prepared to discuss opportunities informally to provide additional information and answer questions and also make clear what training and guidance will be available; Consider offering a buddy or mentor during the induction period and beyond for the volunteer with a disability;

How can sport and recreation organisations maximise the participation of volunteers with a disability? (continue) Ensure organisations discuss potential barriers with volunteers which might exist and jointly development adjustments if needed; Ensure sport and recreation organisations develop pathways for volunteers with a disability to be able to progress from disability specific programs to mainstream sport and recreation organisations if they desire; Develop relationships with community organisations and informal networks that already work with people with disabilities to encourage and help with recruitment and support; Overall any HRM procedures used by the organisation need to take into account the requirements of potential applicants and ensure they are barrier free from the onset, for example, offering alternatives to completing an application form.

Conclusion/Questions “People don’t even notice us anymore. We’ve faded into the background. That’s what inclusion is about, when the people just really fade to the background and you’re no longer seen, but they’re part of what’s going on” (Volunteer)