Volunteering to Learn 6th of March 2015

Katerina Rudiger, Head of Skills and Policy Campaigns

Overview

• Volunteering • Employer supported volunteering• Benefits & links to skills development• Barriers to ESV • Volunteering programmes for CIPD members

Volunteering – trend?

What is volunteering?

Number of Volunteers

28%

72%

Scottish Household Survey 2013Levels of formal volunteering

Provided unpaid help to organisations or groupsNot provided help

Base = 9,920

42%

58%

Volunteer Scotland Survey 2013Levels of informal volunteering

Provided unpaid help to someone outside of home (e.g. childcare, house sitting, pet care, accompanying someone to an appointment)Not provided help

Base = 1,130

All Private Sector Public Sector Voluntary Sector SMEs Large Enterprises0%

10%

20%

30%

40%

50%

60%

27% 26% 27%

39%

15%

35%

23% 22%25% 26%

23% 23%

41%45%

33%30%

54%

33%

9%7%

15%

5%8% 9%

Employees’ ability to participate in volunteering activities dur-ing work time by organisation sector and size

Yes Yes, unpaid No Don't know

The contribution of volunteering

Source: “In giving how much do we receive?” speech by Andy Haldane, 2014

Organisational benefits

Brand reputation

Recruitment

Employee engagement &

employee contract

Trust & values

Staff development

It pro

vides

a p

erso

nal d

evel

opm

ent o

ppor

tuni

ty fo

r em

ploy

ees

It can

form

par

t of s

taff d

evel

opm

ent p

lans

It hel

ps m

ake

links

to th

e lo

cal c

omm

unity

It hel

ps b

oost

the

orga

nisa

tion's

bra

nd

It inc

reas

es e

mpl

oyee

eng

agem

ent

It hel

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acce

ss d

iffere

nt ta

lent

0%

20%

40%

60%

80%

100%

79 70 81 74 7354

14 2012 19 17

30

3 6 3 3 6 104 4 4 4 5 6

Attitudes to employee volunteering

Agree Neither Disagree Don't know

Team-Working

Communication skills

Better understanding of the local community

Time-management

Problem-solving and adaptability

Leadership skills

Other

0% 10% 20% 30% 40% 50% 60% 70% 80% 90%

82%

80%

45%

41%

39%

33%

6%

Skills demonstrated by candidates with voluntary experience

Volunteering to learn: developing new skills and behaviours

Key challenges and barriers

Training and support

Keeping volunteering voluntary

Time constraints,

resources and logistical issues

Measuring impact

Less than 2/5 (39%) integrate

into HR strategies

Business buy-in

Employee interest and

action

Skills analysis

HR volunteering: volunteering programmes for CIPD members

• Steps Ahead mentoring

• Inspiring the future

increase and improve their engagement with young people

Help prepare

Make more youth friendly

For young jobseekers aged 18 to 24 A way to access HR expertise from CIPD members and increase their chances of success in the UK job market.

For HR professionals (CIPD members)The opportunity to volunteer to build face-to-face mentoring relationships with young jobseekers in their local area

A free, national programme especially developed by CIPD to register and match mentors and mentees via an easy to use online portal.

Steps Ahead Mentoring programme

increase and improve their engagement with young people

Help prepare

Make more youth friendly

Steps Ahead Mentoring programme – mentor experience

Success to date

“The mentors are far more than decent people who want to help out - they are HR professionals who know first-hand what it is that their organisations look for when recruiting young people.”

Jo Gadian, Jobcentre Plus District SPOC South London

Benefit of volunteering with young people

• Helps career progression and acquisition of new expertise

• Helps unlock potential and motivation

• Help understand challenges young people today face

• Creating positive social change and impact

“ The experience has really put me in touch with what it’s like to be young and unemployed today. It’s broadened my understanding - I can see a disconnect between the worlds of education and employment. I think part of the answer is to get businesses into schools earlier and give young people a better insight into the world of work when they do get opportunities for experience.”

Sara, Steps Ahead mentor

Steps Ahead pilot running in Edinburgh and

Leith from October 2014

27 mentees signed up

36 Mentors

24 current mentoring

relationships

New StepLaunching Steps

Ahead in Glasgow March

2015

2014

Steps Ahead Mentoring - Scotland

Local Support

Keith Watson - The CIPD branch chair for East and South East Scotland

“It’s an exceptionally useful and simple method that benefits both parties and I've never seen it as a “top-down” or “parent-child” relationship. With Steps Ahead

Mentoring, it’s important to understand that the programme not only increases the understanding of the young people involved but also helps HR to understand the

challenges they are facing in the current job market”

Tony Reeves - Steps Ahead Mentoring Ambassador for South East Scotland Tony is currently a branch committee member and has been for 15 years in a range of posts. Tony’s motivation for helping comes from his parents who did loads of voluntary work. He is the same and thinks his HR roles and leisure activities have helped him fulfil this motivation.