Inclusive volunteering: How to diversify your volunteer base

Voluntary and community organisations across the UK continue to face challenges in recruiting and retaining volunteers. One contributing factor is a lack of diversity within volunteer teams. However, research by the Haas School of Business shows that diverse teams not only foster innovation and resilience but also experience lower turnover rates and greater community impact.

This page outlines key considerations for inclusive volunteer recruitment and engagement, with a focus on underrepresented groups within Horsham District.

Understanding Underrepresentation in Volunteering

Government data and sector research have identified several groups that are statistically less likely to participate in volunteering activities. These include:

• Individuals aged 25-35
• Disabled people, particularly those with physical, multiple, or complex conditions
• People with criminal convictions
• People of the global majority
• Residents of rural or geographically isolated communities
• People from a lower socio-economic background
• Individuals without a degree
• Those who are unemployed or not working

Based on Horsham District Census data and national research, we have chosen six priority groups to focus on:

• People of the global majority
• People with disabilities
• Ex-offenders
• People living in rural communities
• People of minority genders in volunteering
• Underrepresented age groups in volunteering

It is important to note that these categories are not exhaustive, and individuals may belong to multiple groups simultaneously. Therefore, an intersectional approach, one that recognises the overlapping nature of identities and experiences, is essential when engaging with volunteers from diverse backgrounds.

General Barriers to Engagement

Underrepresented groups may face a range of barriers to volunteering, including:

• Limited access to flexible or accessible roles
• Language and communication challenges
• Intimidating recruitment process and complex application forms
• Perceived or actual discrimination
• Limited awareness of volunteering pathways
• Logistical constraints such as transport, childcare, or digital access

Organisations may feel they lack the capacity to address these barriers. However, evidence from the National Council for Voluntary Organisations (NCVO) suggests that meaningful inclusion stems from small, strategic actions. These can include:

• Reviewing and adapting the language used in recruitment materials
• Ensuring promotional imagery reflects diversity and inclusion
• Offering alternative formats for applications and role descriptions
• Providing induction and training that is culturally sensitive and inclusive

The Benefits of a Diverse Volunteer Base

Building a diverse volunteer base is not only a matter of equity, but also an asset that strengthens the effectiveness and reach of voluntary and community organisations.

Key benefits

1. Broader Perspectives and Innovation: Volunteers from varied backgrounds bring unique lived experiences, cultural insights, and problem-solving approaches. This diversity of thought fosters creativity and innovation in service delivery and community engagement.
2. Increased Community Trust and Representation: When volunteer teams reflect the diversity of the communities they serve, organisations are better positioned to build trust, reduce barriers to access and ensure that services are relevant and inclusive.
3. Improved Volunteer Retention: Inclusive environments where individuals feel valued and respected lead to higher levels of volunteer satisfaction and retention. Research shows that diverse teams often experience lower turnover rates and stronger interpersonal cohesion.

Fostering diversity within your volunteer base requires intentionality, reflection and ongoing learning. By embedding inclusive practices into recruitment, training and engagement strategies, organisations can unlock the full potential of their volunteers and contribute to a more equitable voluntary sector.

Our Commitment: Spotlight Series

Over the next six months, Horsham District Council’s Voluntary Sector Support team will publish a series of features focusing on specific underrepresented groups in volunteering. Each feature will:

• Examine and highlight barriers specific to that group
• Offer practical, evidence-based suggestions for engagement across role-development, recruitment and volunteer experience
• Share helpful resources and information tailored to the featured group

This series aims to equip organisations with the knowledge and tools to build inclusive volunteer teams that reflect the diversity of Horsham’s communities.

Additional Resources

To support your inclusive volunteering journey, we have compiled a selection of resources:

1. NCVO – Equity, Diversity and Inclusion in Volunteering
2. NCVO – Creating a Volunteer Role
3. NAVCA – Inclusive Volunteering: Advice and Guidance from Local Infrastructure
4. West Glamorgan Volunteering Support: Diversifying your Volunteers Toolkit
5. NVCO – Time Well Spent: Diversity and Volunteering (Research Report)
6. Volunteer Centre East Sussex – Your Guide to Recruiting Diverse Volunteers
7. National Trust – Our Commitment to Inclusion and Diversity (An example of public commitment to the principles of diversity and inclusion)

Resources used to create this page

1. GOV.UK – Promoting Equity, Diversity and Inclusion in Volunteering
2. NCVO – Time Well Spent: Diversity and Volunteering
3. NCVO – Language and Definitions: Volunteering Among the Global Majority
4. Leonard & Levine – Diversity and Turnover (Berkeley Research Paper)
5. West Glamorgan Volunteering Support – Diversifying Your Volunteers Toolkit