1. The Canadian Code for Volunteer Involvement and Cultural Competence Application

2. Background The Code is the national benchmark or standard for Volunteer Programs. The Code includes the Canadian Administrators of Volunteer Resources (CAVR) and Volunteer Canada’s organizational standards.

3. Components of the Code  Values for Volunteer Involvement  Guiding Principles  Organizational Standards

4. Values for Volunteer Involvement  Volunteer involvement is vital to a just and democratic society  Volunteer involvement strengthens communities  Volunteer involvement mutually benefits both the volunteer and the organization  Volunteer involvement is based on relationships

5. Guiding Principles Volunteers have rights. Voluntary organizations recognize that volunteers are a vital human resource and will commit to the appropriate infrastructure to support volunteers.

6. Guiding Principles Volunteers have responsibilities. Volunteers make a commitment and are accountable to the organization.

7. Organizational Standards  Mission-based Approach  Human Resources  Program Planning and Policies  Program Administration  Volunteer Assignments  Recruitment  Screening  Orientation /Training  Supervision  Recognition  Record Management  Evaluation

8. Code and Cultural Competency The Code principles, values and the twelve organizational standards are complementary to the principles and practice of Cultural Competency.

9. Cultural Competency ASSUMPTIONS  We live in a society where people are not treated equitably  This inequitable treatment positions individuals and groups differently

10. Cultural Competency PRINCIPLES  Every person has an equal right to services  Every person has a right to be treated equitably in the workplace, paid or volunteer

11. Practical Applications  Review the twelve Standards of the Code  Each standard can be viewed through a Cultural Competency lens  Commit to a single action for each standard and the process will begin

12. Code Example Standard 5: Volunteer Assignments Develop a position analysis checklist:  Consideration of the task components  Time requirement (duration and when)  Physical and cognitive task demands  Communication skills, including language  Environmental conditions

13. Volunteer Program A culturally competent Program will:  Ask questions at every point  Identify and remove systemic barriers  Result in a volunteer program that is reflective of the community in which services are delivered

14. Volunteer Recruitment Culturally competent recruitment will:  Identify and remove systemic barriers  Have the potential to be the portal for organizational change  Engage volunteers who are reflective of the community

15. Life Long Learning  Cultural competency is a life long process  We are always reacting and learning  Needs to be integrated in the culture of the organization

16. A Final Thought….. “Never doubt that a thoughtful group of committed individuals can change the world; indeed, it is the only thing that ever has.” ~ Margaret Mead