Launch of the Time Well Spent report - volunteer experience research

1. NATIONAL
VOLUNTEERING
FORUM
09.30 – 16.30
25 January
@NCVOvolunteers
#VolForum
#TimeWellSpent

2. SHAUN DELANEY
VOLUNTEERING
DEVELOPMENT MANAGER,
NCVO
@NCVOvolunteers
#VolForum
#TimeWellSpent

4. TWITTER:
@NCVOvolunteers
#VolForum
#TimeWellSpent

5. THANK YOU TO OUR PARTNERS

6. PETER KELLNER
CHAIR, NCVO
@NCVOvolunteers
#VolForum
#TimeWellSpent

7. VÉRONIQUE JOCHUM
HEAD OF RESEARCH
@NCVOvolunteers
#VolForum
#TimeWellSpent
AMY MCGARVEY
SENIOR RESEARCH OFFICER

9. BACKGROUND TO THE
RESEARCH

10. This area has not been
covered by a national
survey for over a decade
There’s value in going
beyond levels of
participation to how
volunteers experience it
Understanding the
volunteer experience is
even more important in
changing times
We should remember to
step into volunteers’
shoes
WHY THE VOLUNTEER EXPERIENCE?

11. 1. To gain a rounder view of the different ways
people get involved
2. To look at how volunteering fits into people’s
lives and the impact it has on them
3. To understand people’s experiences across the
volunteer journey
4. To consider what a quality volunteer experience
looks like
5. To explore how to better engage potential
volunteers
OUR AIMS & OBJECTIVES

12. OUR APPROACH
Methodology & Sample
• National survey (GB, 18+)
10,103 respondents
• YouGov’s panel, via online
self-completion
questionnaire (May 2018)
• Data weighted to reflect
the national population
Scope & Focus
• Volunteering through
groups, clubs,
organisations
• Recent, former volunteers
and non-volunteers
• Draws on existing surveys
but not designed for
comparability
Stakeholder engagement

13. WHAT HAVE WE LEARNED?

14. THE CONTEXT OF PARTICIPATION

15. OF THOSE SURVEYED, MOST HAVE VOLUNTEERED
THROUGH AN ORGANISATION OVER THEIR LIFETIME
Around 7 in 10
Base: All respondents (10,103)

16. DIVERSITY CONTINUES TO BE AN ISSUE
• 65+ years old
• from higher socio-
economic groups
(ABC1)
• educated to a higher
level
• female
• retired or working part
time (< 8 hours)
• living in town and fringe,
or rural area
• 25-54 years old
• from lower socio-
economic groups
(C2DE)
• educated to a lower
level
• male
• unemployed or not
working
• living in urban area
Recent volunteers (last 12
months) are more likely to be:
Those who have never
volunteered are more likely to
be:

17. vs
vs
vs
vs
65+ 27% 15-17% <55
ABC1 23% 15% C2DE
Male 22% 19% Female
White 21% 11% BAME*
THIS IS ALSO REFLECTED IN SOME VOLUNTEER
ACTIVITIES
*Caution should be taken due to low base
sizes
of recent volunteers lead an
organisation, are trustees or
members of a committee
20%
Base: Recent volunteers ie given time in last 12 months (3,898); broken down by demographic
group

18. PEOPLE ARE MORE LIKELY TO VOLUNTEER IN
CERTAIN WAYS…
What
Where
When
Who
for
How
Why
39% organise or help to run events
81% volunteer in their own local
neighbourhood
Of those employed, 82% give time
outside of work hours, not organised
by employers
67% volunteer for civil society, 17% for
public sector
66% are always or often with others
42% are motivated by improving
things or helping people
Base: All recent volunteers (3,898) – main organisation (if more than one)

19. PARTICIPATION AND AWARENESS OF EMPLOYER-
SUPPORTED VOLUNTEERING ARE LOW
10% have taken part in ESV in last
12 months
say their employer provides ESV
opportunities
10
%
10%24
%
of those
employed
of recent
volunteers
Base: All recent volunteers (3,898) – main organisation (if more than one)
Base: All employed (4,385)

20. THE ROLE OF DIGITAL PROVIDES A MIXED PICTURE
Exclusively
online
57% 35%6%
• 10% - Disabled volunteers
• 11% - Those who started
volunteering with the organisation
in the last 12 months
Mix of online and offline
(ranging from very often online to
rarely)
Never online
Base: All recent volunteers (3,898) – main organisation (if more than one)

21. THERE ARE DIFFERENT DEGREES OF FORMALITY
…with volunteers organised
in different ways
28% paid
coordinator
45% unpaid
coordinator
18% no
coordinator
…with processes which are
more or less formal
43%
12
%
Informal chat
Interview
20%
Criminal record
or other check
Information
about the
organisation
and/or role
35%
Arangeofentryprocesses*:*Respondents could select more than one processBase: All recent volunteers (3,898) – main organisation (if
more than one)

22. OVERALL, THE FINDINGS HIGHLIGHT THE DYNAMIC
NATURE OF VOLUNTEERING
• 55% of those who have
volunteered move in and
out of lifetime involvement
• 23% of recent volunteers
exclusively dip in and out
or take part in one-off
activities
• Only 7% of all surveyed are
consistently and heavily
involved throughout their life
Bases: Respondents volunteered at some point (7,026)
All recent volunteers (3,898) – main organisation (if more than one)
All respondents (10,103)

23. VOLUNTEER
EXPERIENCE AND
IMPACTS

24. VOLUNTEERS ARE VERY POSITIVE OVERALL ABOUT
THEIR EXPERIENCE
96%
very or fairly
satisfied
had or would recommend
it to family or friends69%
80%
likely to continue in
the next 12 months
Base: All recent volunteers (3,898) – main organisation (if more than one)

25. THIS IS A HUGE TESTAMENT TO THE WORK OF
VOLUNTEER-INVOLVING ORGANISATIONS
feel
recognised
enough
feel well
supported
84
%
83
%
agree the process
of getting involved
was easy and
straightforward
90
%
agree there is a
culture of respect
and trust
87
%
Base: All recent volunteers (3,898) – main organisation (if more than one)

26. 49 44
It broadens my
experience of life
I meet new
people
It gives me a
sense of
personal
achievement
It makes me feel
like I'm making a
difference
I enjoy it
Definitely agree Tend to agree
Top 5 perceived benefits of volunteering:
93
90
90
89
86
Strongly
associated -
satisfaction &
retention
Agree (%)
ENJOYMENT SHOULDN’T BE UNDERVALUED
Base: All recent volunteers (3,898) – main organisation (if more than one)

27. MAKING A DIFFERENCE MATTERS
MOTIVATION
•Wanting to help
people or
improving things
is the key reason
people get
involved
IMPACT
•90% of recent
volunteers feel
they make a
difference
through their
volunteering
SATISFACTION
•Feeling they
make a difference
is strongly
associated with
being satisfied
and continuing
to volunteer
Base: All recent volunteers (3,898) – main organisation (if more than one)

28. Connection
with the group
and its cause
Connection
with other
people
Connection
with local
community
Volunteering most
commonly takes
place in
community
spaces (35%)
68% agree their
volunteering helps
them feel less
isolated
CONNECTIONS ARE AT THE HEART OF THE VOLUNTEER
EXPERIENCE
This was highest
among 18-24 (77%)
and 25-34 year olds
(76%)
85% agree that
they feel they
belong to the
organisation
Base: All recent volunteers (3,898) – main organisation (if more than one)

29. Across certain aspects of their volunteer
experience, some are less positive than
others….
THERE IS NO ROOM FOR COMPLACENCY
Younger
Disabled
Occasional
Public
sector
ESV
BAME*
Older
Non-disabled
Frequent
Civil society
Non-ESV
White
vs
*Caution should be taken due to low base
sizes

30. There is also a balance between individuals’
expectations and organisational needs
MEETING EXPECTATIONS IS A BALANCING ACT
Over
1/3
agree things
could be much
better organised
Around
1/4
agree there is
too much
bureaucracy
Public sector
Base: All recent volunteers (3,898) – main organisation (if more than one)

31. PEOPLE WANT TO GIVE TIME ON THEIR OWN TERMS –
VOLUNTEERING ISN’T PAID WORK
Most people are happy with the way their time is managed
when volunteering, but…
It’s not just how much
time volunteers can give,
but also how that time
feels.
• Frequent
• Public sector
• Employer-supported
volunteering
• Paid coordinator
Around 1 in 5
agree their
volunteering is
‘becoming too much
like paid work’
Base: All recent volunteers (3,898) – main organisation

32. RECOGNITION: A LITTLE GOES A LONG WAY
• Around 4 in 10 say recognition is
important…but it’s strongly associated with
satisfied volunteers
• 84% say they feel recognised enough
• Receiving ‘thanks’ is appreciated
Verbal or written thanks from
the organisation
Verbal or written thanks from
the individual helped
Invitation to a celebration or
social event
Ways respondents thought volunteers would most like to be
recognised for the help they give* (%)
42
32
28
*Respondents could select more than one answer
Base: All recent volunteers (3,898) – main organisation (if more than one)

33. EXPERIENCE MATTERS
• Changing circumstances are inevitable
• However, it’s how people experience the
different elements of the volunteering journey
that matters most for overall satisfaction and
the likelihood that they will continue
• This is true for all who have volunteered,
regardless of who they are
Experience matters for future
involvement

34. ENGAGING
VOLUNTEERS FOR THE
FUTURE

35. THERE IS POTENTIAL FOR FUTURE ENGAGEMENT
ACROSS ALL GROUPS
Most likely to get
involved again in the
next 12 months
Least likely to get
involved in the
next 12 months

36. IF WE’RE TO BROADEN THE DIVERSITY OF VOLUNTEERS,
WE NEED TO TACKLE BARRIERS STEP BY STEP
Of those who had
never volunteered,
‘I have never thought
about it’
is one of their key
reasons for not being
involved (19%)
Base: Respondents who had never volunteered (3,077)

37. WE CAN’T IGNORE THE ISSUE OF TIME (BUT…)
27
25
16
Base: Respondents who had not volunteered within past 3 years/
ever (5068)
• Being flexible with the time
committed is most likely to
encourage potential volunteers
• Future opportunities that
appeal most: to dip in and
out and get involved in one-
off events
I do other things
with my spare
time
I don’t want to make
an ongoing
commitment
I have not been
asked
Key barriers to getting involved: Flexibility is important :

38. MOST APPEALING OPPORTUNITIES FIT WITH
PEOPLE’S LIVES AND MAKE TIME WORTHWHILE
Most popular opportunities are those which:
Make use of
their existing
skills and
experience
Look enjoyable
and fun to be
part of
Combine with
an existing
hobby or
interest
Lead to
meeting new
people
50% 44% 38%52%
Base: All respondents interested in at least one of a list of future opportunities (5,480)

39. OUR CONCLUSIONS

40. QUALITY, NOT JUST QUANTITY
• It’s not just a numbers game
• We need to:
• continue to provide a quality
experience for those who are
already volunteering, and
• offer a quality experience
through opportunities that will
attract potential volunteers

41. WHAT MIGHT A QUALITY EXPERIENCE LOOK LIKE?

42. • Employer-
supported
volunteering
• Diversity
• Public services
…and more
UPCOMING: Reports
focusing on key
themes
Main report
Summary report
WHAT’S AVAILABLE FOR YOU: www.ncvo.org.uk/timewellspe
nt

43. THANK YOU
Véronique Jochum
veronique.jochum@ncvo.org.uk
Amy McGarvey
amy.mcgarvey@ncvo.org.uk
www.ncvo.org.uk/timewellspent
#TimeWellSpent

44. RUTH LEONARD
CHAIR, ASSOCIATION
OF VOLUNTEER
MANAGERS
@NCVOvolunteers
#VolForum
#TimeWellSpent

45. KARL WILDING
DIRECTOR OF PUBLIC
POLICY AND
VOLUNTEERING, NCVO
@NCVOvolunteers
#VolForum
#TimeWellSpent

46. Q & A
@NCVOvolunteers
#VolForum
#TimeWellSpent

47. @NCVOvolunteers
#VolForum
#TimeWellSpent
THANK YOU TO OUR SPEAKERS!

48. 11.45 – 1.00
A: Volunteering, enjoyment and connectedness -
Room 1
B: Public services volunteering – Room 5
C: Age and volunteering – Room 6
2.00 - 3.15
D: Diversity in volunteering – Room 1
E: Is volunteering too formal? – Room 5
F: Employer supported volunteering – Room 6
BREAKOUT SESSIONS

49. NATIONAL VOLUNTEERING
FORUM
VOLUNTEERING, ENJOYMENT AND
CONNECTEDNESS
DR EDDY HOGG – UNIVERSITY OF KENT
CHRIS REED – RED CROSS

50. The UK’s European university
Volunteering, connectedness and
loneliness
Dr Eddy Hogg / @BeardyEddy

62. THE UK’S
EUROPEAN
UNIVERSITY
www.kent.ac.uk

63. Volunteering,
connectedness &
loneliness
Chris Reed | Director of Volunteer Mobilisation | @MrChris_Reed

64. Feel part of a community

65. Loneliness and isolation

66. 52% of adultsfeel lonely

67. Loneliness doesn’t
discriminate

68. From loneliness to
connectedness

69. Community Connectors

70. Kindness changed Daniel’s life - and helped him make new
friends too. Click here to follow link to video.

71. Thank you

72. NATIONAL VOLUNTEERING
FORUM
PUBLIC SERVICES VOLUNTEERING
DR JUSTIN DAVIS-SMITH – CASS BUSINESS
SCHOOL
DR LAURA KNIGHT – UNIVERSITY OF
NORTHAMPTON

73. NATIONAL VOLUNTEERING
FORUM
AGE AND VOLUNTEERING
RACHEL MONAGHAN – CENTRE FOR AGEING
BETTER
CHARLOTTE HILL – STEP UP TO SERVE
STEPHEN TUTIN - #IWILL CAMPAIGN

74. Age-friendly and Inclusive Volunteering
Review into community contributions in later life
25 January 2019

75. 75

76. Principles of Age-friendly and Inclusive
Volunteering

77. Flexible and responsive:
‒ It fits around my life.
‒ When life changes, I can adjust my commitment without feeling I’ve let anyone down.
‒ I know how to get involved, what I’m being asked to do, and how to stop.
For example:
‒ More opportunities that are flexible in terms of time and location.
‒ Regular opportunities to review roles and commitments.
Age-friendly, inclusive volunteering is:
77
Enabled and supported:
‒ I receive practical help with access, expenses, and any training that I want and need.
‒ I feel supported – I know who I can turn to with any questions.
For example:
‒ Clear expenses policies – with upfront payment options.
‒ Buddying/mentoring programmes for new volunteers.
‒ Adjustments for people with mobility needs / sensory impairments etc.

78. Sociable and connected:
‒ I have opportunities to meet and spend time with other people, including
people from different backgrounds and age groups.
‒ It makes me feel a part of something.
For example:
‒ Regular opportunities to get together with other participants.
‒ Events, newsletters or other opportunities to ‘belong’ even when
circumstances mean you can’t actively participate.
Age-friendly, inclusive volunteering is:
78
Valued and appreciated:
‒ The value of my effort is recognised, and people regularly let me know I’m valued
– through what they say and do.
‒ I feel like people appreciate what I do.
For example:
‒ Saying ‘thank you’ and offering small tokens of appreciation – such as invitation
to an event or meal.
‒ Valuing and investing in voluntary time and input as a strategic organisational
asset.

79. Meaningful and purposeful:
‒ The work I do means something to me and feels purposeful.
‒ I feel that what I do is worthwhile.
For example:
‒ Giving participants the opportunity to shape the work being done.
‒ Regular opportunities to give and receive feedback.
Age-friendly, inclusive volunteering is:
79
Makes good use of my strengths:
‒ It allows me to use the skills and experiences I’ve built up during my life, and
gives me opportunities to try out and learn new things.
‒ I feel like my experience is respected and valued.
For example:
‒ Asking people about their experiences and skills and how they want to use them.
‒ Creating opportunities to review roles so people can take on new things as
confidence builds.

80. Rachel Monaghan
rachel.monaghan@ageing-better.org.uk
Centre for Ageing Better
Angel Building, Level 3
407 St John Street, London, EC1V 4AD
020 3829 0113
www.ageing-better.org.uk
Registered Company Number: 8838490 & Charity Registration Number: 1160741Review of Community Contributions in Later Life

89. NATIONAL VOLUNTEERING
FORUM
DIVERSITY IN VOLUNTEERING
DR HELEN TIMBRELL – PEOPLE AND
ORGANISATIONAL DEVELOPMENT
CONSULTANT
SUE JORDAN – NATIONAL TRUST

90. PeopleAction Group
Agenda….
12pm Update from ActionGroup
12.15pm Recruitment, Capability & V&Bupdates
12.30pm Comms& Engagement plan for Jan-Mar 2019
1.15pm Co-creating Expected/Aspirational/Test
1.25pm AOB
HelenTimbrell
Peopleand Organisational DevelopmentConsultant
SueJordan
Senior Visitor Experience Officer, NationalTrust

92. THENCVORESEARCH….
People from lower socio-economic groups and levels of education are most likely to saythatthey have never formally
volunteered. Theyare also less likely to be in leadership roles, e.g. being atrustee. Theycommonly cite ‘I’ve never
thought about it’ asareason for notbeing involved
Women are lesslikely to be in leadership roles and to feel they have opportunities to influence the development of
the organisation
Disabled volunteers are more likely to be online aspart of theirvolunteering and are more interested than
non-disabled people in opportunities to do their volunteering mostly or entirely online
Whilst mostly positive overall (reflecting high levels of satisfaction generally among volunteers), acrossanumber of
different aspects of their experience, disabled volunteers are lesspositive about their volunteer experience when
compared with non-disabled volunteers
Thefindings also indicate that BMEvolunteers may have lower levels of satisfaction then white volunteers, but there
is not enough data to saythis conclusively – this warrants furtherinvestigation.

93. 4jump-projects.com
OTHERRECENT
RESEARCH….

94. 5
UK DATA ON
VOLUNTEERING.
Understanding Society (140,047respondents with 25,188volunteers) - WHO is volunteering?
Taking Part (49,193respondents with11,796volunteers) - WHAT are they doing?
Community Life(17,046total respondents with 12,008volunteers) +Citizenship Survey(62,132
total respondents with 38,957volunteers) - WHY are they doing it?

95. 6
jump-projects.com
LOWER
SEC:• Lower levels of involvement
• Intersectionality matters: especially ethnicity
• Motivations differ: “get on notgive back”
• Barriers differ: health, ageand caring
responsibilities

96. 7
jump-projects.com
BAME:
• Lower levels of involvement
• Intersectionality matters: especially SECand
gender
• Separating BAand MEmatters: only the Ais
underrepresented
• Barriers differ: home and childcarecommitments

97. THE
RESEARCH
HT
• 12 national charities
• Headsof Volunteering or equivalent
• Online survey (83%response rate)
• Telephone interviews x5
Exploring factors likely to be important in success:
• Strategy in place
• Clearleadership
• Nominated lead
• Resources
And…also interested in role of existing staff andvolunteers
• Staff and volunteer commitment andengagement
• Staff and volunteer role in welcomingdifference

98. HT
THE RESULTS: QUANTITATIVE
DATA
• 50%had astrategyfor E,D& I
• 30%had astrategyfor E,D& I specifically in relation to volunteering
• 90%had anominated organisational lead for E,D& I
• Only one of the nominated leadswasafull time staff role dedicated
to E,D&I
• 20%“very” or “partially confident” volunteers wouldwelcome more diverse staff and
volunteers
• 10%“partially confident” volunteers seeE,D& I asapriority. 0%“very confident”

99. Attracting more
diverse
volunteers
Ensuring diverse
volunteers have
agood
experience
Including…
• Role design
• Recruitmentmessages
• Recruitmentprocesses
Including…
• Support andsupervision
• Facilities and resources
• Role of current volunteers andstaff
WE HEAR LOTS
ABOUT….
What about…?

100. WORKTOGETHERTO
IDENTIFY:
-Good stuff to buildon
i.e. examples of good practice already in place (in your own organisations or others)
- Theextra stuff we need to do
i.e. examples of additional steps that need to be taken
• Record thoughts on flips
• 15 minutes
• Remember the ResearchCarPark

101. SWAPPING
OVER…
What canyou add?
• Record thoughts on flips
• 10 minutes
• Remember the ResearchCarPark

102. Attracting more
diverse
volunteers
Ensuring diverse
volunteers have
agood
experience
Including…
• Role design
• Recruitmentmessages
• Recruitmentprocesses
Including…
• Support andsupervision
• Facilities and resources
• Role of current volunteers andstaff
WE HEAR LOTS
ABOUT….
What about…?

103. A MANIFESTO FOR
CHANGE
• Fill it in
• Takeapic on your phone
• Stick it on thewall

104. HELEN
TIMBRELL
helen@helentimbrell.com
@HelenTimbrell
SueJordan
sue.jordan@nationaltrust.org.uk
@SusanoJordano

105. NATIONAL VOLUNTEERING
FORUM
IS VOLUNTEERING TOO FORMAL?
ROB JACKSON – ROB JACKSON CONSULTING
ANGELA ELLIS PAINE – UNIVERSITY OF
BIRMINGHAM

106. IS VOLUNTEERING TOO FORMAL?
Angela Ellis Paine and Rob Jackson
Time Well Spent, NCVO Workshop
25 January 2019

107. TIME WELL SPENT &
FORMALISATION
Who organises volunteering? 18% said no-one; 45%
unpaid coordinator; 28% paid coordinator
35% said things could be better organised
24% said there was too much bureaucracy
13% said volunteering was too structured
Concerns of formalisation and bureaucracy more in
public sector than civil society organisations
Too much like paid work? Esp. for frequent volunteers,
if paid coordinators, and in public sector
Feeling able to influence organisation, and belong –

108. OTHER RESEARCH
EVIDENCE ON
FORMALISATION…
Adoption of business practices – NPM
Growth of volunteer management ‘industry’
Commodification of volunteering
(Only?) two models of volunteer management –
‘programme’/work based or ‘membership’
Need to hold ‘volunteering and professionalism’ in
tension; for ‘choice blend’
Ownership, efficacy, autonomy and control…
Its all in the balance…

109. EXPERIENCES OF FORMALISATION
Is formality inherently a bad thing?
What’s the actual problem?
How can we be informally formal?

110. DISCUSSION:
What: What are the main messages that we take from
research regarding formalisation? How do they relate
to our own experiences?
So what: How might we work differently in light of
these research findings? What challenges and
opportunities are there for doing so?
Now what: What support do we need – from within
our organisations, from the wider volunteering sector,
from elsewhere?

111. FOR THOSE INTERESTED…
Ellis Paine, A., and Hill, M. (2016) ‘The engagement of volunteers in third
sector organsaitions delivering public services’ chpt 7 in Rees, D. and Mullins,
D. (eds) The third sector delivering public services, Policy Press: Bristol.
Ganesh, S. and McAllum, K. (2010) ‘Volunteering and professionalization:
Tensions and trends’ Management Communication Quarterly 26(1) 152–158
Gaskin, K. (2003) A choice blend: What volunteers want from organisation
and management, Institute for volunteering Research: London.
Jager, U., Kreutzer, K. and Beyes, T. (2009) ‘Balancing acts: NPO-leadership
and volunteering’ Financial Accountability & Management, 25(1)
Kreutzer, K. and Jager, U (2011) 'Volunteering versus managerialism: Conflicts
over organisational identity in voluntary associations' NVSQ 40:634
O’Toole, M. and Grey, C. (2016) ‘We can tell them to get lost, but we won’t do
that’: Cultural control and resistance in voluntary work’ Organization Studies
37(1), pp.55-75.

112. IS VOLUNTEERING TOO FORMAL?
Angela Ellis Paine and Rob Jackson
Time Well Spent, NCVO Workshop
25 January 2019

113. TIME WELL SPENT &
FORMALISATION
Who organises volunteering? 18% said no-one; 45%
unpaid coordinator; 28% paid coordinator
35% said things could be better organised
24% said there was too much bureaucracy
13% said volunteering was too structured
Concerns of formalisation and bureaucracy more in
public sector than civil society organisations
Too much like paid work? Esp. for frequent volunteers,
if paid coordinators, and in public sector
Feeling able to influence organisation, and belong –

114. NATIONAL VOLUNTEERING
FORUM
EMPLOYER SUPPORTED AND SKILLED
VOLUNTEERING
KATERINA RÜDIGER – CHARTERED INSTITUTE
OF PERSONNEL AND DEVELOPMENT
ROSALIA DELFINO – MACMILLAN CANCER
SUPPORT

115. EMPLOYER SUPPORTED
VOLUNTEERING

116. OVERVIEW
The CIPD
Employer supported volunteering
CIPD research and resources
Benefits of ESV
Recommendations for taking ESV forward
Questions to consider

117. THE CIPD IN NUMBERS
150,000 members
260 centres providing qualifications
3,500+ volunteers:
Network of 54 branches, involving 800+ volunteers
2,400 Steps Ahead Mentors, supporting jobseekers
800 Enterprise Advisers
30 Skill-Up volunteers
20 in-work champions for flexible hiring (pilot)
8 in-work champions for the real living wage (pilot)

118. OUR PURPOSE
Championing
better work
and working
lives...
...by improving practices in
people and organisation
development...
...for the benefit of individuals,
businesses, economies and
society.

119. EMPLOYER SUPPORTED VOLUNTEERING
Strong political backing (2015)…

120. EMPLOYER SUPPORTED VOLUNTEERING
But then (2016)…

121. EMPLOYER SUPPORTED VOLUNTEERING: THE DATA
• Those volunteering through employer supported volunteering (during work
hours or organised by their employer) are a minority. (NCVO, 2019)
• CIPD 2015 survey results:

122. CIPD RESEARCH AND RESOURCES
Why?

123. CIPD RESEARCH AND RESOURCES
How?

124. BENEFITS OF ESV

125. DEVELOPING NEW SKILLS THROUGH
VOLUNTEERING
…However, NCVO’s new data
suggests that volunteers are more
interested in using existing skills
than gaining them (except among
18-24 year olds).
(CIPD, 2015)

126. RECOMMENDATIONS TO TAKE ESV FORWARD

127. QUESTIONS TO CONSIDER
Have you worked with employers to offer employee
volunteering programmes? Have they tapped into
existing skills or helped develop new ones?
The new NCVO research found that those involved in
ESV were less likely to report they were satisfied with
their volunteering, compared with those who
volunteer unrelated to their employer - why do you
think this is? What could help change this?

128. ESV: A TWO-WAY
STREET

129. IDEAL FOR EMPLOYERS AND
EMPLOYEES TERRIBLE ROI
FOR MACMILLAN
NOT A STRATEGIC
PRIORITY RISKS TO

130. BUT ARE WE PROVIDING EXCELLENT
CUSTOMER SERVICE?
of 289 charities surveyed take part in some form of ESV
of those have no strategy in place for ESV of
those have no dedicated resource

131. SKIL
LS
SupportInfluence &
Assets

132. Skill shares
Mentoring
MacTalks
Secondments
Innovation Challenges
Donor Care Calling
Telephone buddying
Macmillan Neighbours
Practical & Emotional Support
Bespoke
opportunities
Event Support
Collections
Care Packages
Campaigning

133. Directly supporting people living with cancer
Team-building activity
Brings volunteers close to the cause

134. Helping Macmillan to reach a wider audience
Directly benefiting the employer and employees
Flexible around work commitments

135. Ad hoc skill shares, mentoring, MacTalks &
secondments
Flexible from 10 minutes to 10 months
Shared value

136. ct sizes and
The corre
colours for
been prog
this templ
The corre
colours for
been prog
this templ
For the employer:
- USP FOR
CUSCTOTMSEIZRSESAND
- SKILLED & ENGATGEEXDT
HEMAVPELOYEES
rammed into
For the volunteaeter:.
- New skills
- Making a realtdeifxfetrheancvee
- Variety in theriarjmobmedinto
ate.
For Macmillan:
- Delivering our services
directly
- Getting our message to more
people

137. ROSE DELFINO RDELFINO@MACMILLAN.ORG.UK 020 7840
4876

138. THOUGHTS ON THE DAY
#VolForum
#TimeWellSpent

139. NCVO champions the voluntary sector and
volunteer movement to create a better
society.
We connect, represent and support over
13,000 voluntary sector member
organisations, from the smallest community
groups to the largest charities.
This helps our members and their millions of
volunteers make the biggest difference to the
causes they believe in.
• Search for NCVO membership
• Visit www.ncvo.org.uk/join
• Email membership@ncvo.org.uk