Volunteer role description: 'Opportunity suitable for.'

This article summarises how to understand the various "opportunity suitable for" tags that can be applied to a volunteer opportunity.

When creating a new volunteer role description on Be Collective, one of the (many) options you can use to help describe a role is the ‘Opportunity Suitable For’ functionality. This is a drop-down menu of 15 descriptors. It can be found near the bottom of the first section called 'Details' of the opportunity builder.

What’s the point of identifying a role “is suitable for” when creating a role description?

Well, aside from additional (prompted) clarity … there’s a couple of great reasons you should use this tool.

First, it helps prospective volunteers search for roles which suit their needs (the volunteer role search function mirrors the same 15 descriptors). If volunteers use a wheelchair or have limited English, they may want to search for roles which are inclusive . Similarly, we know some charities use the ‘large groups 10+’ and ‘employee volunteers’ to attract the support of corporate partners.

Second, for organisations using our Be Collective Plus subscription, when clarifying and categorising your opportunities with ‘is suitable for’, the information is captured in the Opportunities export data. This means it’s reportable. Collating data like this is useful if your organisation has program metrics you need to achieve or address. Particularly, if program or grant funding is, or will be tied to accessibility and inclusion outcomes.

What are the 15 ‘is suitable for’ categories and what do they mean?

The ‘suitable for’ tag refers to volunteer roles which have been specifically designed to include people or groups who may require additional considerations in order to access and participate in a volunteer role. Volunteer managers should include these ‘suitable for’ options if they have made adjustments to the workplace for accessibility and inclusion. This may also include training of volunteer managers (and another volunteers) to support inclusion.

Below is an indication of (but not exhaustive) considerations a volunteering involving organisation (VIO) has deployed to make an environment and volunteer role ‘suitable for’.

Hearing impaired – adopted considerations such as minimising background noise, suitable natural/artificial lighting so faces can be easily seen and volunteer managers who understand the importance of speaking with their face turned towards volunteers, using visual cues such as hand gestures and/or adjusting speaking volume.

Intellectual / learning disabilities – In addition to building a culture of inclusion, VIOs may have provided tools to help with reading (screen readers, text-to-speech software and noise cancelling headphones), flexible volunteering arrangements and accommodations (avoiding schedule changes, allowing them to communicate in ways that suit them best) understanding preferences such as structured routine or preference for repetitive tasks.

Vision Impaired - increased lighting and use of contrast may be present in a volunteering environment. Magnifying and/or audio aid equipment (this includes training in the use of aids and equipment) on offer. Removal of safety hazards such as unnecessary obstacles and clutter.

Wheelchair users – ensuring volunteers have unimpeded access to a volunteering location or building. This may include providing one or more ramps or elevator / lift. All areas are assessed and confirmed as accessible for anyone with reduced motor skills.

Employee volunteers – not all charities and NFPs have the resources (space or people) to cater for large groups of employee volunteers. Organisations that can accommodate employee volunteers should flag this. Whether it’s project-based, skills exchange or a willing hands-on workforce available for one day (rather than 2 hours a week for 6 months) let them know.

Large groups (10+) – indicates a VIO has properly resourced a volunteering opportunity with enough supervisors, has catered for equipment or space to accommodate ten or more volunteers. This type of volunteer opportunity must require 10 or more volunteers in the shift to fulfil the community need. It might also relate to a role where volunteers can connect with one another, as one group, working toward a common goal such as planting trees, cleaning up a beach or building a shed.

Skilled volunteers – applies the skills a volunteer either uses or has used in their career. It might also entice volunteers with skills learnt through education. Skills-based volunteering increases the effectiveness of giving, as it provides not-for-profits with knowledge, skills, and talent. Use this option for roles such as (but not limited to): marketing, social media, accounting and legal advice through to horticulture, veterinary science or trades such as plumbing, building and electricians.

Travelling / short term volunteers – recognising these volunteers are likely to be available for a set amount of time, these volunteer roles have been designed to deliver impact without longevity. These roles might accommodate varied schedules, volunteer budget, timeframes or skills and still deliver project goals. This type of volunteering might be ideal for seasonal activities, festivals & events through to dedicated short term.

Long term volunteers – if the cost of recruiting, onboarding and training new volunteers is high, perhaps retaining them for longer periods of time is ideal for your organisation (every volunteer manger’s idea of nirvana). Some roles are simply not suited for short term volunteering – for example, those which require the volunteer to develop a meaningful relationship with a vulnerable recipient.

Families – one of the essential components of any family-friendly volunteer program is offering engaging, accessible programs for all family members – from young children to grandparents. Making volunteer roles suitable for families, means a VIO has considered how to tailor a volunteering event so it’s family friendly. This often includes making tasks more simplified (but still impactful) but perhaps with some supervision, keep training brief, keep things fun, support learning and share the impact they’re creating.

Work experience – if selecting ‘suitable for work experience’, a VIO is telling potential volunteers it has a structured work experience program, has supervision/mentoring arrangements available, tailors roles to suit exposure to a role or industry, and possibly provides training / induction.

Volunteers with limited English – means an VIO has considered to how best to communicate with its volunteers. It understands if English comprehension is better written or spoken. It may have prepared some briefing documents in several different languages. Has tailored roles which do not require too much verbal or written communication. Most of all, an organisation acknowledges skills and talents are not defined by the use of English language.

Social prescribing – volunteering ins one of many ways to address health concerns without (or in combination with) prescribed pharmaceutical drugs. Volunteering is one of many activities which can be prescribed due to its positive impact on mental health. For a volunteering opportunity to be suitable for social prescribing, the VIO must recognise the diverse needs of the participant(s) and have mechanisms in place to support those additional needs. More, a VIO will have tailored volunteering roles to suit those needs. It would be ideal if VIOs were in touch with the social prescribing link worker(s) so they’re aware of the environment and support available and feedback mechanisms in place.

Public transport users – indicates volunteering opportunity is close to / accessible by public transport. This also means volunteers do not require a car to complete this role nor use one to get to the role.

LGBTQIA+ community – surprisingly even today, not all work environments are inclusive, accepting and safe for LGBTQIA+ community members. A role suitable for this community is one which meets inclusive practices to accommodate their specific needs. Considerations may include (but not limited to) VIOs: creating a welcoming environment, have trained their teams on inclusive language and non-discriminatory practices to create safe environments.