Transcript Slide 1

Working with Diverse Volunteers –
Deriving Advantage from Difference
Regional Extension Conferences
February 2004
Definition of Terms for a Common
Understanding
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Diversity
Differences among people with respect to age, class,
ethnicity, gender, physical and mental ability, race,
sexual orientation, spiritual practice and other human
differences. Diversity=Variety.
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Affirmative Action
Systematic way to insure non-discrimination.
Actions taken to provide equal opportunity.
AA/EEO vs. Emphasis of Diversity
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Legally Driven
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Government
Initiated
Prevention Focused
Assumes
Assimilation
Reactive/Proactive
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Effectiveness Driven
Extension/Self
Initiated
Opportunity
Focused
Assumes Pluralism
Proactive
Definition of Terms for a Common
Understanding
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Pluralism
An organizational culture that incorporates
mutual respect, acceptance, teamwork, and
productivity among people who are diverse.
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Assimilation
Adapting cultural patterns to those of the
majority group.
Definition of Terms for a Common
Understanding (cont.)
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Culture
A set of traditions and values that shape the
feelings, thoughts, and behaviors of a group
of people.
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Ethnocentricity
An attitude that one’s own culture or ethnic
group is superior.
Definition of Terms for a Common
Understanding (cont.)
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Ethnicity
The designation of a population or subgroup having
common cultural heritage as distinguished by
customs, characteristics, language, and common
history.
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Race
A socially defined population that is derived from
distinguishable physical characteristics that are
genetically transmitted.
Definition of Terms for a Common
Understanding (cont.)
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Underserved or Underrepresented Group
An audience or group of people that are not being
reached by Extension programs.
Three things all organizations
essentially perform
They all:
 Develop products and/or services
 Market these products and/or services
 Deal with issues of customer/client
satisfaction
Why is EVERYBODY on this
bandwagon — even business?
“Lifelines” – “Who Wants to be A
Millionaire?”
 “Advantage” – something to be gained
 “Value Added” – getting the most you
can from your efforts
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The critical questions to ask in
the context of “diversity” are:
How does difference, or absence of difference,
affect how we design products or services,
market them, and deal with customer/client
satisfaction?
 Do all cultures, for example, provide volunteer
services the same way?
 Do you market to all cultures the same way?
 How do you please a customer/client if you
don’t know what he or she values?
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Recruiting Diverse Volunteers
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In the current political and economic climate
of accountability for everything Extension
does, we are asked to reach the audiences
we have not reached in the past.
There is advantage to be gained from
difference.
Know Your Audience
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If you want to target a certain segment of the
population or a certain culture – spend some time
understanding that group.
Hispanic – Family is the hallmark of comfort and
commitment.
African American – Community is a high prized
value.
Study what that culture values, their family structure,
and their priorities.
Build Relationships
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Recruiting volunteers in an underserved area
is not instant.
Once you have learned about the culture,
learn about the community and the
individuals within the community.
Meet the “elders” or leaders of the
community.
Go to community events.
Involve Others
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Carefully choose other individuals who are
already elated with and are accepted by the
community members and whose personal
and professional goals support the Extension
mission.
Always Be Respectful
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Different groups and different cultures just do
things differently and have different priorities.
Be sensitive to those differences and
priorities.
Be Patient
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Recruiting groups who are not currently a
part of the Extension family will not happen
overnight. Building the relationships and
learning the community are very important
steps before ever asking for the first
volunteer.
Strategies for Recruitment
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Personally extend invitations through visits
and phone calls.
Supplement personal invitations and in
another language, if necessary.
Utilize radio, newspaper, and community
bulletin boards.
Strategies for Recruitment (cont.)
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Offer food, door prizes, and possible music as part of
the meeting.
Take into consideration daily schedules of potential
volunteers when setting meeting times.
Accommodate language preferences.
Explain how Extension will benefit their families.
Specifically describe how volunteering will benefit
their families and their communities.
Strategies for Recruitment (cont.)
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Emphasize your long term commitment to the
community.
Initially recruit for short term assignment.
Don’t get discouraged by limited response –
keep trying.
Possible Barriers to Recruiting
Hispanic Volunteers
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Language
Transportation
Limited Skills
Lack of knowledge about becoming a
volunteer
Low literacy levels
Not understanding the system and becoming
intimidated
Possible Barriers to Recruiting
Hispanic Volunteers (cont.)
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Cultural differences
Feeling intimidated beyond their linked
parameters
Expenses incurred in being a volunteer
Timing versus availability
Possible Barriers to Recruiting
African American Volunteers
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May volunteer but not under the title
“volunteer.”
May volunteer where they know people and
are known.
Many organizations have a culture foreign to
experiences of potential volunteers.
Goals of the organization and community
presence must be known and identified.
Ways to Support Diverse Volunteers
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Review organizational structure, policies, and
practices to identify any that may inhibit the
participation of minority volunteers.
Be sure meeting and work spaces visually
reflect a diversity of cultures.
Greet volunteers individually when they
arrive and thank them when they leave.
Ways to Support Diverse Volunteers (cont.)
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When possible, have food available – a cup of tea or
coffee will do – to demonstrate hospitality.
Assist with child care and transportation.
Avoid out-of-pocket expenses.
Simplify paperwork and give clear expectations.
Treat volunteers as coworkers, valuable members of
the team.
Provide suitable working conditions and a choice of
assignments.
Ways to Support Diverse Volunteers (cont.)
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Provide quality training and support.
Empower volunteers – involve them in
planning as well as delivering services.
Do not overwork volunteers – balance work
with informal opportunities to socialize.
Recognize volunteers appropriately.
Ways to Recognize
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Invite volunteers and their families to a small
celebration within their community and
present certificates of appreciation.
If volunteers have worked with youth, have
youth present the awards.
Sponsor a weekend camping trip or other
leisure activity for volunteers and their
families.
Ways to Recognize (cont.)
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Provide on-going recognition to individuals –
many thank-you’s and praise.
Provide an opportunity for additional training.
Advance the volunteer to a position with
greater responsibility.
Summary
Ask yourself:
 Is recruiting minorities going to be priority?
 Am I willing to learn about another culture
and different belief system?
 Why will minorities want to participate in the
Extension program?
 If you have affirmative answers, then…
Summary (cont.)
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Create an asset map of the community – their leaders,
churches, and associations.
Do two on two’s – go to their home turf and dress appropriately.
Start a community advisory committee – organize a meeting
around this group.
Have food, an agenda, discuss the assets and where Extension
is weak, and how the assets help strengthen Extension.
Make sure the meeting does not last more than 1 ½ hours,
select a date for the next meeting, and let the group select the
chair.
Do a recap with the attendees during the next few weeks, meet
with the convener, and plan the next meeting.
Summary (cont.)
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Learn the culture and build
TRUST BRIDGES.
Reach out to the population.
If you are afraid, admit it and take someone
along, but do not overwhelm.
References
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Odyssey Conference In-service Training November 2001
Diana L. Smith, Extension Agent for 4-H
1303 17th St., Palmetto, FL 34211
[email protected]
Robert Drakeford, Ed.D
Extension Specialist
2006 Duncan Hall, Auburn University
Auburn, AL 36849-5620
Harvey Gordon, M.S. 4-H Specialty MSU
Box 9641, Starkville, MS
[email protected]
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Pathway to Diversity, Strategic Plan for the Cooperative Extension
System’s Emphasis on Diversity
Working with Diverse Volunteers –
Deriving Advantage from Difference
Agent surveys conducted by, Ralph C.
Prince, Martha W. Thompson, and Dr.
Lionel Williamson
Presentation designed for February 2004
Extension Regional Conferences