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ADDC Practitioner Interest ForumBuilding Organisational Inclusion
Session 3 – Programmatic Inclusion
ADDC Disability Focal Point network
Creating small groups of people who are working to raise the profile of disability inclusion within their own organisations and programs to share ideas, resources, challenges and strategies.
Register your interest with Kerryn via [email protected]
ADDC Practitioner Interest ForumBuilding Organisational Inclusion
Session 3 – Programmatic Inclusion
Volunteering and InclusionPaul Deany, Diversity and Inclusion Coordinator, AVI
and member of the ADDC Executive Committee
Inclusive Volunteering
4
Paul Deany, ADDC Executive CommitteePIF April 11th 2019, SCF Melbourne
Inclusive volunteering
• Inclusion - central to good development
• Inclusion works best when embedded acrossorganisation - top/bottom/all areas
• Make inclusion easy - with tools, guides, examples, conversations - not an added task
• Is an ongoing process - not an event. So start!
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Diversity & Inclusion - it’s a Journey
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The program’s high-level principles
1. Value Volunteering
2. Support locally-led capacity development
3. Build strong relationships and partnerships
4. Evolve best practice and embrace innovation
5. Enhance diversity and inclusion
6. Ensure accountability and value learning
Siobhan Heatwole (right) Coral Reef Rehabilitation Advisor, PT KokoSmart, Indonesia.
Rationale: Program Design
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Why diversity & inclusio?
• 2014 ODE (Office of Development Effectiveness) Evaluation of AVID (Australian Volunteers for International Development) program noted that the program participation was too narrow and that
• “A more diverse volunteer cohort was a shared standard of the program”
• “Wider segment of Australian society should be able to engage with the program”
• This should also extend to communities we work with
Why Diversity & Inclusion (D&I)?
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Volunteer DiversityEvaluation
Enhancing Diversity & Inclusion across program
Diverse
Volunteers
Inclusive Development
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Diversity & Inclusion Strategy
Key findings1. 70% of volunteers were female
2. High proportion of 26-30 year old women applying and recruited; over a quarter of total. Although men outnumber women in 60+ group
3. 20% Decline in of younger (18-30) volunteers since peak in 2012/13
4. Average age: Sri Lanka 55, Tuvalu 45, Indonesia 45, PNG 44, Fiji 42, Indonesia 42, Tonga 39, Thailand 33, Mongolia 33, Bangladesh 29
5. 3% of volunteers identified as ATSI (Aboriginal and Torres Strait Islander) -aligns with ABS data
6. 70% of applicants came from major Australian cities - aligns with ABS
7. Over 98% had some form of tertiary qualification
8. Survey (322): 7% identified as LGBT+ (4-5% Australians, 2017 Roy Morgan)
9. Survey (322): 11% born outside Australia (28% of resident pop, ABS 2015)
Volunteer Diversity Evaluation
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Take home points:
1. The Program is already doing a lot on diversity and inclusion - build on this!
2. Develop a ‘whole of program approach’ to D&I
3. Build awareness and competency on D&I = DIAL
Volunteer Diversity Evaluation
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Underlying Approaches
Strengths-based
approach
Evidence-based
approach
Increased visibility
‘Nothing about us
without us’
Phased
approach
Linking
diversities
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Diversity
& Inclusion
Disability
Diaspora & CALD
LGBT+
Indig-enous
Rural &
Regional
Younger
& Older
Gender
What are barriers & enablers inthe community for these diversities?
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Actions - Building D&I Capacity
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D&I AVP Learning (DIAL)
Workshops
Ongoing learning – for
all!
Practical Support to volunteers
Cross-Program
Approach
D&I Strategy Policies & priorities
ADDC Practitioner Interest ForumBuilding Organisational Inclusion
10 days for 10 years Celebrating a decade of disability inclusion development
• Marking achievements in DID, particularly those led or made possible by
Australian aid under the first and second Development for All strategies.
• Daily articles on ADDC website reflecting on the successes of DID
practises by 13 ADDC member organisations, including Oxfam Australia,
World Vision, TEAR, CBM Australia and Good Return.
• Starting from Monday 29th April