Volunteer Management Review
Straight from the Horse's Mouth: Tips
on Working with Disabled Volunteers
By Nan Hawthorne,
VMR Editor-in-Chief and
Content Developer, eSight
Careers Network(tm)
Could your recruitment
ad easily read, "Wanted: Accomplishment-oriented problem solvers for volunteer
positions. Daytime long-term availability preferred. We can offer lots of work,
hours and experience."? It could? Then you should be out there recruiting
disabled people!
Studies undertaken over the past decades have proven that disabled workers out-perform,
out-produce and out-stay the vast majority of non-disabled workers. Because
unemployment is high among individuals with disabilities -- these folks -- anxious
for an opportunity to prove themselves, are often available during the weekdays.
What's more, disabled individuals need substantial work experience for their
resumes, so someday they can persuade potential employers that they can do the
job.
How do I know? I am one of those people. I have been in volunteer management
for twelve years, have run a successful training business, am a professional
writer, and have led the way in using the Internet to advance our profession.
And I'm blind. The primary reason I have succeeded is because people get to
know me over the Internet -- a level playing field indeed. Sometimes I wonder, if they knew I was blind, would they still hire me to train
or consult? Then, I would most likely have to do a lot more than just overachieve.
I would also have to overcome people's misconceptions about disabled people
like me.
I've talked to hundreds of disabled people over the years. In spite of how talented,
eager, or persistent these individuals are -- and no matter how important "giving
back to the community" or gaining work experience is to them, the sad truth
is that most have had trouble accessing volunteer opportunities. I've experienced
this too, even from VPMs I've trained myself. Why do VPMs
drag their feet when the topic of recruiting disabled volunteers comes up for
discussion?
Most volunteer work is based around problem solving. Can you think of another
group of people with more hands-on experience with solutions? Our whole lives
are spent being clever and innovative.
There really is only one "rule" for dealing with disabled people:
forget everything you think you know about disabilities. Start learning the
truth by talking to those of us who are disabled. Disability is not the end
of life -- just the start of doing things in new ways.
For lots of advice and ideas about disabilities and the people who master them,
take a look at these and other articles on eSight
Careers Network(tm). Most relate to vision loss, but the basic approach is much
the same for all disabilities.
An Essay: No One's Fault, Everyone's Responsibility (http://www.esight.org/index.cfm?x=273)
As an "employer", high unemployment rates among people with disabilities
is not your fault. No one is to blame. Instead, everyone is, in some way, responsible.
Here's how you can help -- as an individual -- on a situation-by-situation basis.
High Turnover Antidote: Hire Employees With Disabilities (http://www.esight.org/index.cfm?x=478)
Losing good employees is a terrible drain on a company. Among the most economical
solutions to high turnover: hiring and retaining qualified employees with disabilities.
How To Foster a Work Environment That Values Employees With Disabilities
(http://www.esight.org/index.cfm?x=523)
As a manager, supervisor or proprietor, you share the responsibility for fostering
the acceptance of disability in your workplace. Here's how to gain that acceptance.
Everything You Always Wanted To Know About Blind Employees But Were Reluctant
to Ask (http://www.esight.org/index.cfm?x=565)
These candid questions about employment of people who are blind or visually
impaired often go unasked -- and, therefore, are generally unanswered. Here
are some straight answers.
eSight Digest:
Recruiting People With Disabilities (http://www.esight.org/index.cfm?x=248)
These five articles give human resources personnel, especially those involved
in recruiting, the essentials they need to tap a new pool of qualified candidates
for a wide variety of jobs.
Webliography for Locating Job Candidates
With Disabilities (http://www.esight.org/index.cfm?x=636)
Employers who are hip to the rewards of employing qualified disabled people
are often puzzled about how to locate them. Here's a sample of some Internet
resources which can help you gain an edge.
Don't let the employment focus distract you -- these principles apply to managing
volunteers also! There are literally hundreds of other useful articles on eSight
Careers Network(tm). And you won't want to miss Hit
Pay Dirt By Recruiting Disabled Volunteers right here in Volunteer Management
Review(tm).
Whether you have a legal or even ethical responsibility to recruit volunteers
who are disabled, the primary question remains, "Why would you want to
pass up this opportunity?" With an estimated 40% of Americans alone having
some disability, why would you want to turn -- well -- a blind eye to having
people like FDR -- or me -- overachieving in your volunteer program?
Nan Hawthorne is Editor-in-Chief of Volunteer Management Review. More information
about Nan is available at: http://charitychannel.com/resources/detailed/480.html.
__________________________________________________
Share YOUR insights or experiences . . . .
Do you have additional insights or experiences that you would like to share with the Volunteer Management Review readers?
Please send them to the editors.
__________________________________________________
Published by:
Stephen C. Nill,
J.D., CEO, CharityChannel
Editor-in-Chief:
Nan Hawthorne
Posted October 2002