Eastern Melbourne Community Forum: Research summary 28 March 2019

Victoria ALIVE Research Presenters: David Perry & Judith Buckingham, NHVic Neighbourhood Houses Victoria, one of the project partners is leading the research part of the project. The focus is: What inclusive practices currently look like in the community sector. Understanding the needs and challenges of volunteer-involving organisations in particular.

Overview of research Victoria ALIVE aims to improve the inclusion of people with disability into the volunteering community sector. Research methods: Literature review of volunteering for people with disability Survey of 167 organisations from diverse community sectors Follow up focus groups for further insight Three in depth case study examples of successful inclusion Interviews with people with lived experience of disability and volunteering. The research is being undertaken using a mixed methods approach. A full research report will be available near the conclusion of the project. While there is a lot of literature on volunteering and employment regarding people with disability but not a lot of coverage on the organisational perspective. Looking at some case study examples, there was great diversity in terms of organisations and cohorts engaged through volunteering, but a lot of similarity in inclusive strategies being employed.

Disability Service Case Example #1 Key factors in success Large disability service organization. Targets of 15% paid workers, 15% volunteer workers with disability. Key factors in success Training – ongoing, organization-wide, face-to-face involving people with disability Role descriptions crafted not to exclude Practical aids and software as standard Accessible information policy The organisation provide a better service for their clients if they are inclusive. For example, they have a person with a disability on reception. All paid and volunteer workers receive induction. Followed by an experiential lunch so participants can experience what it is like to have a disability. Then newcomers invited to meet with clients and are able to ask them anything they want about disability – however ‘silly’. Position descriptions are reviewed so as not to put up unnecessary barriers. Their position advertisements always invite people with disability to apply. This all requires investment however the organisation has the means and prioritises inclusivity.

Neighbourhood House Case Example #2 Key factors in success Urban neighbourhood house using volunteers with mental health issues and intellectual disability as peer supports. Key factors in success Ongoing face to face training of all staff by mental health professionals Strong partnerships with a number of mental health organisations Strong set of procedures Leadership This organisation uses people with disability acting as peer mentors for other people with disability. This program is very successful. Following de-institutionalisation, many patients in the community ended up in the neighbourhood house. The neighbourhood house responded by taking leadership, developing partnerships, developing procedures, developing training and speakers with expertise are integrated into team meetings.

Men’s Shed Case Example #3 Key factors in success Rural Men’s Shed run by volunteers, many of whom have disability. Key factors in success Ongoing training by professionals on each other’s disabilities Culture of mateship and looking after each other Acceptance of reduction in pace Men’s shed started as a coffee group, now a workshop, singing and art group. Physical access is ensured. The shed focuses on men’s health. They bring in speakers to educate themselves on particular disabilities and conditions.

Implications Our research has demonstrated the importance of: Training (also reflected in focus groups and literature) Culture and leadership. Many managers and coordinators lack the confidence to work with people with a disability. Training, particularly with people with disability, helps a lot. The best organisation had developed a strong culture of embracing diversity (in men’s sheds that might be a culture of ‘mateship’). Leadership is important to develop a strong inclusive culture. Strong partnerships with other organisation were common for inclusive organisations. Resources to support people with disability for inclusive organisations. Written procedures were also common for inclusive organisations. Lack of physical access is common but organisations can find a way around this barrier. The size of the organisation doesn’t matter, every organisation is able to take steps to be more inclusive. The first step for many organisations is to develop a Disability Action Plan. Other inclusive measures will flow from that.

For further information visit: Victoria ALIVE Eastern Metro Community Forum For further information visit: www.victoriaalive.org.au