The Canadian Code
for
Volunteer Involvement
and
Cultural Competence
Application
Background
The Code is the national benchmark or
standard for Volunteer Programs.
The Code includes the Canadian
Administrators of Volunteer Resources
(CAVR) and Volunteer Canada’s
organizational standards.
Components of the Code
 Values for Volunteer Involvement
 Guiding Principles
 Organizational Standards
Values for Volunteer Involvement
 Volunteer involvement is vital to a just
and democratic society
 Volunteer involvement strengthens
communities
 Volunteer involvement mutually benefits
both the volunteer and the organization
 Volunteer involvement is based on
relationships
Guiding Principles
Volunteers have rights.
Voluntary organizations recognize that
volunteers are a vital human resource
and will commit to the appropriate
infrastructure to support volunteers.
Guiding Principles
Volunteers have responsibilities.
Volunteers make a commitment and are
accountable to the organization.
Organizational Standards
 Mission-based
Approach
 Human Resources
 Program Planning
and Policies
 Program
Administration
 Volunteer
Assignments
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Recruitment
Screening
Orientation /Training
Supervision
Recognition
Record Management
Evaluation
Code and Cultural Competency
The Code principles, values and the
twelve organizational standards are
complementary to the principles and
practice of Cultural Competency.
Cultural Competency
ASSUMPTIONS
 We live in a society where people are not
treated equitably
 This inequitable treatment positions
individuals and groups differently
Cultural Competency
PRINCIPLES
 Every person has an equal right to
services
 Every person has a right to be treated
equitably in the workplace, paid or
volunteer
Practical Applications
 Review the twelve Standards of the Code
 Each standard can be viewed through a
Cultural Competency lens
 Commit to a single action for each
standard and the process will begin
Code Example
Standard 5: Volunteer Assignments
Develop a position analysis checklist:
 Consideration of the task components
 Time requirement (duration and when)
 Physical and cognitive task demands
 Communication skills, including language
 Environmental conditions
Volunteer Program
A culturally competent Program will:
 Ask questions at every point
 Identify and remove systemic barriers
 Result in a volunteer program that is
reflective of the community in which
services are delivered
Volunteer Recruitment
Culturally competent recruitment will:
 Identify and remove systemic barriers
 Have the potential to be the portal for
organizational change
 Engage volunteers who are reflective
of the community
Life Long Learning
 Cultural competency is a life long
process
 We are always reacting and learning
 Needs to be integrated in the culture of
the organization
A Final Thought…..
“Never doubt that a thoughtful group of
committed individuals can change the
world; indeed, it is the only thing
that ever has.”
~ Margaret Mead