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How can you train volunteer managers to be more inclusive?

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Volunteer managers play a crucial role in ensuring that their organizations attract, retain, and engage diverse and inclusive volunteers. However, many volunteer managers may lack the skills, knowledge, or confidence to foster a culture of inclusion among their teams. How can you train volunteer managers to be more inclusive? Here are some tips to help you design and deliver effective and engaging training sessions for your volunteer managers.

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Musa Tanko Ali, PhD

Senior Meteorologist @ Nigerian Meteorological Agency | PhD in Physics

1 Assess the needs and goals

Before you start planning your training, you need to understand the needs and goals of your volunteer managers and your organization. Conduct a survey, interview, or focus group to gather feedback from your volunteer managers about their current challenges, expectations, and learning preferences. Also, consult with your organization's leadership, vision, and values to align your training objectives with your organizational goals. Based on your findings, you can define the learning outcomes, content, and format of your training.

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Musa Tanko Ali, PhD

Senior Meteorologist @ Nigerian Meteorological Agency | PhD in Physics
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To be inclusive, volunteer managers must be trained bearing in mind that diverse groups participate in volunteering work. So there is a need for non discriminatory attitude. The internal policy of the organization of inclusiveness must be followed to the latter. Inclusiveness among volunteers drives home impactful results.

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James Wandera Ouma

Leading LGBTQ+ advocate with expertise in nonprofit management ,case management and fundraising
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To effectively train volunteer managers in inclusivity, it is essential to provide them with training on diversity, equity, and inclusion through workshops, seminars, and resources. Creating a culture of respect and openness within the organization can empower managers to promote diversity and inclusivity in their teams. Open communication, listening to feedback, and addressing biases are crucial in fostering inclusivity among managers. Continuous education and empowerment can help managers lead by example and create an inclusive environment for all volunteers educating and empowering volunteer managers, they can lead by example and create a more inclusive environment for all volunteers.

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2 Use interactive and relevant methods

To make your training more engaging and effective, you need to use interactive and relevant methods that appeal to different learning styles and backgrounds. For example, you can use case studies, role plays, simulations, or games to illustrate real-life scenarios and challenges that volunteer managers may face in managing diverse and inclusive teams. You can also use stories, testimonials, or guest speakers to showcase best practices and success stories from other organizations or sectors. Additionally, you can use quizzes, polls, or surveys to check the understanding and feedback of your participants throughout the training.

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Debra Thiesenhusen(Wandsnider)

Resident Service Coordinator
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In the world of Non Profits...senerios only go so far Have the prospective volunteer manager(s) actually do volunteering in every area with monitoring by the leaders in rhe different areas and/or shadow you and others in the organization who already practice best practices for diversity and inclusion. Actually interact with your diverse clientele. You can't learn what's in your heart in interacting with others. You can learn policies and procedures later if you fit the role.

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3 Address the barriers and benefits

One of the key aspects of training volunteer managers to be more inclusive is to address the potential barriers and benefits that they may encounter or perceive in their role. For instance, you can discuss the common myths, stereotypes, or biases that may hinder their ability or willingness to embrace diversity and inclusion in their teams. You can also provide them with tools, resources, or strategies to overcome these barriers and to handle difficult situations or conflicts that may arise. Moreover, you can highlight the benefits and value of diversity and inclusion for their volunteers, their organization, and their community.

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4 Model the behavior and culture

Another important element of training volunteer managers to be more inclusive is to model the behavior and culture that you want them to adopt and promote in their teams. This means that you need to demonstrate respect, empathy, and openness in your interactions with your participants and create a safe and supportive learning environment for them. You also need to ensure that your training materials, activities, and language reflect the diversity and inclusion that you want to foster. Furthermore, you need to acknowledge and celebrate the diversity and inclusion that already exists in your volunteer managers and their teams.

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5 Provide ongoing support and evaluation

Finally, you need to provide ongoing support and evaluation for your volunteer managers after the training. You can follow up with them regularly to monitor their progress, challenges, and achievements in implementing what they learned in their teams. You can also offer them coaching, mentoring, or peer support opportunities to help them develop their skills and confidence further. Additionally, you can solicit feedback from them and their volunteers to evaluate the impact and effectiveness of your training and to identify areas for improvement or further learning.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you train volunteer managers to be more inclusive?

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1 Assess the needs and goals

2 Use interactive and relevant methods

3 Address the barriers and benefits

4 Model the behavior and culture

5 Provide ongoing support and evaluation

6 Here’s what else to consider

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