Over half of New Zealanders (53.0%) volunteer – an increase of 2.3% since 2021 (50.7%) – and are volunteering an average of 18.1 hours over the previous four weeks (15.9 hours in 2021).

Volunteering New Zealand has obtained these previously unreleased figures from StatsNZ. They are from the 2023 General Social Survey (26 March 2025 Wellbeing Statistics Update).

For those that volunteered, 27.6% volunteered through an organisation (30.2% in 2021), and 40.8% volunteered directly for another person (36% in 2021).

Volunteering over the previous four weeks

Volunteering New Zealand Chief Executive Michelle Kitney said, “The increase in volunteer participation is great news. However, the figures show that people are choosing to give their time more directly to other people. Organisations may continue to face challenges with volunteer availability.”

The most common amount of time volunteering was less than five hours over the previous four weeks (32.5%). Those who contributed over 25 hours was 20.3%.

“Our own State of Volunteering research found the same trend. The idea of the ‘civic core’ – a few people doing the most volunteer work – is changing, and there is a swing towards episodic, more casual volunteering,” Michelle said.

Percentage of volunteers by number of hours contributed

The new statistics include volunteering measures by age, gender, ethnicity, income and housing tenure.

The age group with the highest rates of volunteering (59.3%) are those aged 45 to 64, while 54.1% of people aged 65 and above volunteer. Volunteers are most likely to be: aged between 45 and 64, female, European or Māori, have a personal income of $70,001 or more, and own their own home.

For more information see: https://www.stats.govt.nz/information-releases/wellbeing-statistics-2023/

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Harikoa – Stories of Joy

Let’s celebrate mahi aroha, volunteer work, that brings givers and receivers harikoa, joy.

Tell us your volunteer story (individual or team) and share the joy!

VNZ is collecting diverse stories

Volunteering New Zealand is gathering stories of volunteering from across Aotearoa. We want to celebrate the diversity of volunteers and volunteering, mahi aroha and social action in Aotearoa.

The volunteers whose stories resonate the most with us will be invited to a special celebration of volunteering at Parliament during National Volunteer Week.

How to tell your story

We invite you to tell your volunteer story – in words, video or pictures.

You can tell us if you’re responding as an individual, or on behalf of an organisation or team.

Questions to consider for your story

These are optional – and are included as prompts in the orange form.

1. How did you get started in volunteering? What has your volunteering journey been like?
2. Describe a volunteer experience that lifted your heart or warmed your soul (what gave you satisfaction, happiness, energy)
3. Describe a volunteer experience that gave you belief in, and hope for people or the planet (what makes you optimistic and makes you want to keep volunteering).
4. What is the outcome/ impact of volunteering for you personally and for your organisation?
5. The theme of National Volunteer Week is Whiria te tangata – weaving the people together. Have you made many new connections through your volunteer role?

We ask your permission to share

The forms include asking for your permission to share your story (or parts) across our channels – website, social media, newsletters.

How to film a video

1. Use an iPhone or other device with a high-quality camera
2. Film in a space where there is minimal background noise (inside is best, in a quiet area)
3. Film your video against a clear and uncluttered background.
4. Say your name and what organisation you are from or represent (if applicable).
5. IMPORTANT: Please record your video in the right format. Portrait works best for Instagram, landscape for Facebook.
6. Keep it short – 15-30 seconds is ideal for social media. No more than 90 seconds.

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This June we are wanting to give a #BigShoutOut to the volunteers in our community! They are our companions, firefighters, sports team coaches, fierce advocates, environmental stewards, and so much more. It is their time to shine, and we need your help to say thank you!

Get all campaign resources for the

Create a video to share

Share your thanks to the volunteers who have contributed to your organisation or community.

Create a short video saying “Thank you” to a volunteer, or a group of volunteers who have made a difference in your life or the lives of others in your community. Ask a volunteer to say why they love volunteering!

Here are some prompts/ questions to answer in your video.

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How to film the video

1. Use an I-Phone or other device with a high quality camera to film your video.
2. Try to film in a space where there is minimal background noise (indoors is best, and avoid busy areas).
3. If possible, film your video against a clear and uncluttered background.
4. IMPORTANT: Please record your video in the right format. Portrait works best for Instagram, Landscape may work best for Facebook.
5. In your video, please say your name and what organisation you are from or represent (if applicable).

Share your video on your socials and tag #thebigshoutout

We would love to share them too! Email: margaret@volunteeringnz.org.nz

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In December 2023, the UN General Assembly declared 2026 the International Year for Volunteers for Sustainable Development (IVY 2026). This is an opportunity to emphasise the power of volunteering, encourage greater investment in volunteering, and secure commitments from governments and others to support volunteering and an enabling environment in which volunteering will flourish.In preparation for IVY 2026 a group, led by the International Association for Volunteer Effort and Forum, IFRC, and UNICEF Generation Unlimited, was formed in early 2024 to drive global engagement in the co-creation of a call to action for volunteering.

Global challenges paper

This group has now collectively released a Global Challenges Paper. It frames a global dialogue in anticipation of  IVY 2026. It aims to encourage conversations about volunteering that will inform and inspire action, leading to greater recognition and investment in the field. It also highlights that Government, Corporate, Philanthropy and Civil Society all have a role to play in enabling the volunteering system.Key Trends and Implications for the New Zealand context:

• Adaptability and Innovation: The Covid-19 pandemic highlighted the ability of volunteer organisations, including grassroots efforts, to adapt and innovate rapidly. This is a crucial lesson for New Zealand, emphasising the need to support flexible volunteering models and rapid response capabilities within the volunteer sector.
• Digital Divide: The pandemic underscored the importance of digital communication and the benefits of good digital systems to manage volunteers. It also exposed the digital divide. How could technology support volunteers and organisations in the volunteering system, or remove barriers to participation in volunteering?
• Changing Volunteer Profiles: With shifts in volunteer demographics reflecting wider societal shifts how should we focus on engaging and supporting diverse age groups in volunteering, creating opportunities for youth leadership and intergenerational collaboration?
• Barriers to participation: Advocacy for inclusivity has grown, emphasising the participation of marginalised groups. New Zealand needs to continue addressing biases related to race, class, gender, and identity within its volunteer sector, ensuring equal opportunities for all.
• Valuing Volunteer Contributions: There's a growing recognition of the importance of all forms of volunteering, including informal and community-based efforts. What can be done to value and support diverse volunteering models, recognising local knowledge and contributions.

Find out more on the Call to Action for the Future of Volunteering.

The theme of International Volunteer Manager Day this year was What’s our Future Normal? This article addresses what Volunteering New Zealand is doing to support a  future normal.

Imagine the future normal

‍Imagine a future where it is normal for Volunteer Management to be well resourced and supported in our community organisations. Where it is normal for volunteer managers to be paid well, have regular professional development, and recognition for their vital role.It should be normal for volunteer management teams to have the right resources to carry out their jobs effectively; and enough time to engage well with their volunteers.We know recent years have seen significant challenges for community organisations and volunteering. The Covid-19 pandemic continues to cast a long shadow over the sector and organisations are struggling with access to funding and other resource gaps, while the demand for services continues to grow.However, at Volunteering New Zealand we see volunteer managers as changemakers. You can see where you want to go, and can make it happen. Volunteering NZ works to support you. For almost 25 years, we have been tirelessly advocating for the rights of volunteers and for the visibility and resourcing of the volunteer sector. Best Practice GuidelinesWe now have Volunteer Best Practice Guidelines. These were co-designed with the sector and published last year – along with online templates, resources and other ‘useful stuff’.As one sector leader told us,“The Volunteer Best Practice Guidelines give you permission to refer to best practice. It helps the organisation to understand the volunteer service isn’t some kind of amateur hour; we too have professional guidelines.”Several volunteer centres have been running training workshops in the use of the guidelines and associated resources. Volunteering New Zealand has upcoming Best Practice Guidelines online workshops – an introductory one, and workshops delving into each of the seven practice areas.Advocacy and dataWe continue to support and input into the work of the government’s Cross Agency Steering Group on volunteering. This has included work to reduce the compliance burden on organisations, such as police vetting. We are providing advice to volunteer organisations about volunteer screening.We advocate for better and more data about volunteering to support organisations. Our State of Volunteering reports are good at surfacing information and insights to support leaders of volunteer engagement. We also advocate for population-wide data, such as from Statistics New Zealand, to be captured and made available. The latest data is from the General Social Survey, 2021, which asked a representative sample of the population about their activities in the previous month, including unpaid work. It found that 50.7% of us do formal or informal volunteering.There is a time-lag, and even if Stats NZ is capturing some data, they aren’t analysing it for our needs, so we continue to ask for this.And we continue to advocate to funders on the needs of volunteer programmes to be properly resourced.Future workforce – volunteers and leadersOur latest State of Volunteering Report – with insights from over 1500 volunteers and 400 organisations – tells us more about volunteers and their changing needsIt identifies a trend for more casual volunteering – a quarter of people are giving up to 5 hours a month, while only 7% are volunteering over 20 hours. Barriers for volunteers include the rising cost of living, lack of time and needing to work more, and concerns about health and safety. The motivation for volunteering however remains the same – people are volunteering to enrich communities and for the social connections.We did a nationwide survey of Volunteer Managers in 2022: Thirty-seven percent of respondents received no training for managing volunteers over the previous year with a further 27 % receiving minimal training.We also know that volunteer managers are often new in their role, that they learn on the job, and are not professionally trained. They need access to peers, and access to support/data in timely manner.Over the previous year we have run peer and mentoring programmes with 120 volunteer managers and leaders, providing much-needed coaching and support.The future – tech and toolsOur research showed that those organisations who had a volunteer management system fared much better during the Covid pandemic than those without.While we are a sector with an incredible amount of human and emotional capacity, it makes sense to invest in technology capacity. Especially as many of the new tech and tools are available for free or low-cost to for-purpose organisations.At our Volunteering Hui in Christchurch in September, the role of AI in volunteer management was our most popular session. Our AI expert urged us to be agile, willing to change and try new things, and upskill in AI literacy. An organisational manager gave an example of trialling an AI Chatbot to help her with tasks like writing social media posts. While there are risks and ethical concerns, developing good policies and protocols around their use will mitigate these.ConclusionVolunteer management can be an all-consuming job. It is important to lift your head up from the day-to-day busyness and consider a bigger picture. Take some time to invest in your own development to make your role more effective and more enjoyable. Put some stepping stones in place towards a future normal, hopefully a more supported, resourced normality.

A recent New Zealand study with 25 young volunteers (aged 18-30) has found It can be tough to work within established organisations. This report The ability to change stuff up’: volunteering as a young person within established organisations involved in-depth interviews of the experiences of volunteers for a large variety of organisations in Canterbury, Aotearoa.Some volunteer-involving organisations reported challenges attracting and engaging young volunteers. However, when they have been able to engage younger volunteers, volunteer-involving organisations report great work being done by those younger volunteers. Volunteers are increasingly preferring episodic or project-based volunteering compared to more regular hours and long term commitments. This trend is more prevalent for young volunteers.

Latest research on youth and volunteering

Young people volunteering: Removing the barriersThis report from Queensland Australia’s Family and Child Commission provides a comprehensive review of youth volunteering. The report first identifies key benefits of volunteering for younger Australians and then outlines employment and economic value of volunteering in Queensland. After explaining the impact of volunteering on individual and community well-being, the report provides an overview of key barriers and opportunities of volunteering. There are two informative appendices that introduce legal and policy aspects of volunteering, and a snapshot of volunteering across Australia, respectively.Access full report.YOUTH VOLUNTEERING: SUPPORTING YOUNG PEOPLE’S ENGAGEMENT IN COVID-19 RESPONSE AND RECOVERY This report is prepared by The United Nations Development Programme (UNDP) which is the global development network of the United Nations. The UNDP promotes technical and investment cooperation among nations and advocates for change and connects countries to knowledge, experience, and resources to help people build a better life for themselves. The current report begins with an overview of the impacts of COVID-19 pandemic on young people. Young women, young and youth, and youth in lower income countries are identified to have been systematically, deeply, and disproportionately influences by the pandemic. Turning its attention to the role of volunteering in youth’s empowerment, the report highlights the benefits of volunteering, and identifies challenges and opportunities around youth and volunteering. Next, the contributions of youth volunteers to the COVID-19 response and recovery are identified and recommendations are made to seize the potential benefits of youth volunteers.Access full reportDesigning virtual volunteering programs for young peoplePrepared by the “Volunteer Toronto” and “Pledges for Change”, this is a practical guide for non-profit groups and organisations looking to create, improve, and/or enhance their youth (under 18) virtual volunteering programmes. The guide starts off by providing a background of the project before making a strong case for virtual volunteering, both in the immediate and long term. The impact of the COVID-19 on Canada’s non-profit groups is explained and the need for engaging young people through virtual volunteering programmes elaborated. After identifying challenges of virtual volunteering, the report develops a comprehensive strategy for virtual volunteering programmes and goes on to introduce a seven-step management cycle for a typical youth volunteer programme. Finally, 6 tools are introduced to create a successful youth virtual volunteering programme. Access full reportLong-Term Consequences of Youth Volunteering: Voluntary Versus Involuntary ServiceThis academic research aims at addressing major gaps in knowledge about youth volunteering. The research draws data from the National Longitudinal Study of Adolescent to Adult Health (in the United States) to examine the long-term effects of youth volunteering on the civic and personal aspects of volunteers’ lives. The findings indicate youth volunteering has a positive impact on adult volunteering. The research also confirms the psychological benefits of youth volunteering as well as improved educational attainment and earnings in young adulthood. This paper also provides an interesting analysis and comparison of youth participation in voluntary versus involuntary programs.Access full reportResearch report: Youth volunteering in Auckland, 2019This research has been conducted in the Unitec Institute of Technology and sponsored by Volunteering Auckland. Through interviewing volunteer managers and coordinators responsible for young volunteers’ engagement, the contribution of young volunteers to communities as well as the personal benefits to young people derived from their volunteering are identified and analysed. The research provides an overview of volunteer activities, motivations, attraction and engagement, and challenges and barriers of volunteering for youth aged between 13 and 18.Access full report

Media release 4 November

Celebrate International Volunteer Managers Day, 5 November

See Volunteer Managers and Leaders ReportVolunteer managers are getting more support for their role which is great news for International Volunteer Managers Day (5 November), says Volunteering New Zealand.“In the last year we have had a focus on supporting volunteer managers, who can be unsupported in their roles. We have introduced new Volunteer Best Practice Guidelines, and had 80 people participate in our free peer support and mentoring programmes,” says Michelle Kitney, Chief Executive of Volunteering New Zealand.In a recent survey of volunteer managers and leaders, they report receiving more support in the past year particularly from online tools, Volunteering New Zealand’s website, and their professional networks. The survey was previously done in 2022.The 2024 survey, completed by 92 volunteer managers, asked where they got support from (multiple options were allowed). 45% said Volunteering NZ website (25% in 2022), 30% said online tools (22% in 2022), while getting support from professional networks was 39% (29% in 2022).

The amount of training they received in the previous year had increased, although 24% say they had no training at all (decreased from 37% in 2022).

“Managing volunteers is a very demanding role; some managers can be supporting hundreds of volunteers and dealing with everything from recruitment to onboarding, giving support and recognition.“We encourage volunteer managers to take advantage of the accessible, free training and resources provided by Volunteering New Zealand, regional volunteer centres and other organisations. Well supported volunteer managers make a difference to the volunteer experience, and ultimately the efficacy of the volunteer organisation.”Volunteering New Zealand is planning regional training for the Best Practice Guidelines, and is updating its online learning management tools.ENDS

More information

See upcoming webinars for the Best Practice Guidelines.See more about International Volunteer Managers Day.

The Global IVMDay Organising Committee has set the theme for IVMDay, 5 November 2024.

“What’s our future normal?”

This theme was selected to celebrate our quarter century milestone and explore our future normal, including:

• The place of Volunteer Leaders in National Volunteering Strategies
• Future workforce make up (both volunteers and Volunteer Leaders) and their views and expectations
• The changing importance being placed on how personal volunteer data is being secured and handled
• The increasing role of Artificial Intelligence (AI) in Volunteer Management

Volunteering New Zealand’s response to the theme:

What’s our future normal?Imagine a future where it is normal for Volunteer Management to be well resourced and supported in our community organisations. Where it is normal for volunteer managers to be paid well, have regular professional development, and recognition for their vital role.It should be normal for volunteer management teams to have the right resources to carry out their jobs effectively; and enough time to engage well with their volunteers.We know recent years have seen significant challenges for community organisations and volunteering. The Covid-19 pandemic continues to cast a long shadow over the sector and organisations are struggling with access to funding and other resource gaps, while the demand for services continues to grow.However, at Volunteering New Zealand we see volunteer managers as changemakers. You can see where you want to go, and can make it happen. Volunteering NZ works to support you. International Volunteer Managers’ Day is 25 year’s old, and Volunteering NZ will also be 25 next year. We have been tirelessly advocating for the rights of volunteers and for the visibility and resourcing of the volunteer sector.IVM Day is a chance for volunteer managers to recognise what you have achieved and put some stepping stones in place towards a future normal, hopefully a more supported, well-resourced normality.

Future workforce – volunteers and leaders

Our latest State of Volunteering Report – with insights from over 1500 volunteers and 400 organisations – tells us more about volunteers and their changing needs It identifies a trend for more casual volunteering – a quarter of people are giving up to 5 hours a month, while only 7% are volunteering over 20 hours. Barriers for volunteers include the rising cost of living, lack of time and needing to work more, and concerns about health and safety. The motivation for volunteering however remains the same – people are volunteering to enrich communities and for the social connections.At a webinar on IVM Day, 5 November, Volunteering New Zealand’s Research Director Dr Johann Go will unpack the findings of the latest biennial report. This includes regional variations in volunteering – with different turnover rates and challenges experienced across the regions. The session will include a Q&A with Johann.You can register for the webinar here.

Download IVMDay Editable/ shareable social media templates

Strong leadership helped the volunteer sector respond to the COVID-19 pandemic globally, and will help ensure something positive comes out of it, according to a new report by International Association for Volunteer Effort (IAVE).The report examines how COVID-19 has impacted the strategic leadership role of national Volunteer Leadership Organisations (VLOs) in advocacy, development and volunteer mobilisation during 2020-21. Data was gathered from organisations in 67 countries across the world.Volunteer Leadership Organisations played a critical role in the sector’s response to the unprecedented challenges for volunteer-involving organisations caused by the COVID-19 pandemic. Three-quarters of respondents developed a more strategic leadership approach. Making use of existing networks or creating new ones helped to strengthen advocacy for the sector, and mobilise volunteers.For example, Volunteering New Zealand initiated a weekly online meeting with the 17 national volunteer centres to support their work; and it worked with the National Crisis Management Centre to develop guidelines to help with the response under new restrictions (COVID-19 alert levels).The evidence shows that across the globe the pandemic increased the complexity of the volunteering environment. The findings indicate six themes for the VLO strategic response to the pandemic:

• Partnerships and coalitions: COVID-19 led to VLOs being involved in more partnerships, working to mobilize, support and advocate for volunteering.
• Advocacy: COVID-19 highlighted the role of VLOs in creating an enabling environment for volunteering.
• The development role of VLOs: COVID-19 opened up new opportunities and/or changed priorities for the capacity-building work of VLOs.
• Volunteer mobilisation: During COVID–19 VLOs continued and/or increased their support for volunteer mobilisation.
• The strategic role of VLOs: COVID-19 produced a step change in volunteering and VLOs had to adapt strategically to deliver an effective response.
• VLOs and the future of volunteering: Post COVID-19, VLOs must sustain and build their organisational resilience to be effective advocates for and supporters of volunteering as a catalyst for change in the world.

Ongoing change and unpredictability are likely to be the hallmarks of the future of volunteering. However, relationships formed at the local, regional and multinational levels will continue to be important. Volunteer Leading Organisations will be influential in their strategic leadership role.

Media release: 24 September 2024More volunteers are casual, giving a few hours a month to their chosen charity, a new State of Volunteering report has found.“This new trend overturns the idea of the ‘civic core’ of a few people doing the most voluntary work. We’re now hearing that a quarter of volunteers in organisations perform up to five hours of volunteer work a month, while only 7% do 20 hours or more,” says Michelle Kitney, Chief Executive of Volunteering New Zealand.The research, The State of Volunteering in Aotearoa New Zealand 2024, highlights changes and challenges for community organisations who involve volunteers.The recent Covid-19 pandemic, and the cost-of-living situation have affected volunteering. Many organisations have struggled to recruit new volunteers, while there has also been an increase in online-only organisations.Organisations say their biggest challenges are not enough volunteers, and not enough time or resources to support their volunteers. There are also important regional differences, for example, smaller rural areas (such as Gisborne-Tairawhiti and Southland) had fewer volunteers who had been volunteering for less than a year; while Northland, Southland, Waikato, Bay of Plenty and Taranaki, had many more volunteers of over 15 years’ duration.“Organisations are adapting to the changing landscape of volunteering. They need to be prepared to change their practices to enable volunteer participation in the face of ongoing challenges, Michelle says.“All volunteer-involving organisations should value volunteers. We encourage them to tap into resources, such as our Best Practice Guidelines, to ensure volunteers have a great experience.”The State of Volunteering 2024 report is published on the Volunteering New Zealand website.

Here is the updated Constitution of Volunteering New Zealand for your review and consultation. In collaboration with Parry Field Lawyers, our Board has carefully revised the current Constitution to align with the rules and regulations of the new Incorporated Societies Act 2022.The primary changes reflect the modernisation of the old 1908 Act, particularly in areas such as dispute resolutions and financial reporting requirements. Additionally, the new Act mandates that all Societies must have a governing body and an official constitution.Key changes in Volunteering New Zealand’s updated Constitution include:

• Incorporation of our Name and Values: The name "Tūao Aotearoa/Volunteering New Zealand" has been officially incorporated, and our values are now expressed through a te ao Māori lens.
• Policy Adjustments: The Conflict of Interest and Dispute Resolution sections have been moved out of the Constitution and into separate Policy documents. The new Constitution includes references to the Act, which adequately covers both matters.
• Board Composition: The structure of the Board has been updated. It now includes the option of having two Co-Chairs instead of a single Chair, along with a Treasurer and members. This change also includes a revised division of powers.
• Includes definition of a 'Volunteer Centre': means a regional community organisation, trust or incorporated society providing volunteer recruitment services, and capacity building support for volunteer involving orgnisations in their community.

Please read through the Constitution to understand any potential impacts the new Act may have on your organisation. Send your comments or queries to the Board via office@volunteeringnz.org.nz by 30 August. A member of the Board’s Constitution Workgroup will respond to your queries.We intend to approve the new Constitution at the Volunteering New Zealand AGM on 11 November.We appreciate your time and consideration and look forward to your participation in the AGM.

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Nate Whitfield[/caption]A volunteer viewpoint is very useful for paid staff, says Nate Whitfield of his experiences with Hato Hone St John.Nate has been involved with Hato Hone St John since the age of 12 when he aspired to be a paramedic, and now has three volunteer roles as well as a part-time job (20 hrs p/w) with the fundraising team.“We are enabled by volunteers, so being a volunteer helps me understand and relate to volunteers.”Last year Nate was the Hato Hone St John National Cadet of the Year, and says support for young people comes from the top – the organisation’s Chancellor is an advocate for youth.“[Hato Hone St John] youth programmes can be a pipeline into governance roles. Even when you are the only young person in a room, there are advocates all around.”Nate is on the Volunteer Support Group – a governance committee formed to whakamana (give effect to) the voice of St John’s 9,000 volunteers. His experience of how policies and systems affect volunteers is very relevant.Challenges facing volunteer management include working towards digital equity of access and broader representation in leadership.He is also on the St John International Youth Advisory network, one of two people representing New Zealand.It’s a wonder Nate has time for his University studies – completing a BA in Māori Studies and English, and planning to go on to a Master’s degree in Communications. But you get the feeling his volunteering experiences will take him far.Find out more about volunteering with Hato Hone St John.

When it comes to doing better by student volunteers and getting students involved in your volunteering programme is to listen directly to the views of students. What do we know from working with student and younger volunteers?

1. Students want to see the difference they’ve made

"I love how the time I’ve put aside to work with young people has made a tangible difference in their lives and I’ve been able to see them grow", says student Lara, who has volunteered with Brownies for several years. When volunteering, students want to be able to visualise how their time and effort has resulted in a positive change in the long term. So, it’s a good idea to have students working on a project where they are making a tangible difference and can see the change they are making.

2. Show students what they can gain

"Through volunteering I’ve learnt how to help people out – I’ve never really helped before", says student Ryan, who helps disabled children in his community. Talk to any student and they’ll tell you how busy they are with university, work and a social life. So, it’s useful to show students what they can gain through volunteering. This can be through showing them the new skills that can be gained, or through recognition, for example on university transcripts or during award ceremonies.

3. Students love that volunteering can enhance employment opportunities

For many students, the future is a mystery – who knows whether the job they end up in will be linked to their university studies? According to Jane Fletcher, the Assistant Manager of Careers and Employment at Victoria University of Wellington, volunteering helps students to "connect the dots between their experiences and their employability skills". So, when attracting volunteer recruits, demonstrate to students how they can enhance their employment opportunities by linking volunteering activities to the knowledge or skills required in the workplace.

4. Make it easy for students to love volunteering by engaging in best practice

To ensure that students enjoy volunteering, make the experience as straightforward as possible. Particularly for those volunteers that are highly motivated and interested in the culture of the organisation, make sure that you:

• suggest new ways your organisation can acknowledge the contribution of younger volunteers.
• be prepared to train the volunteer when aspects of the role are new. No one wants to be in a position where they are setup to fail.
• make it easy for people to volunteer by being creative and flexible when designing volunteering opportunities.

5. Communicate, communicate, communicate

Make sure that you communicate regularly with volunteers so they stay in touch and engaged with your organisation and the work that you do. Consider using a range of communication mediums, particularly those that students actively use, such as text message, Skype or social media. Designate a person within your organisation who is responsible for engaging with volunteers and ensure they are frequently releasing fresh information. Finally, encourage feedback from previous volunteers and consider how this can be used to improve current practices.

By Alice ManderYoung volunteers can bring a lot to an organisation, but we know that some organisations aren’t sure how to engage with youth. After speaking with four awesome youth volunteers, I’ve used their experiences to create some top tips for working with young people in volunteering organisations.AuthenticityYoung New Zealanders are skilled, passionate, and insightful. We have a lot to bring to the table, beyond just being a youth voice. We don’t want to feel like we’re valued just for our age but, rather, as a whole person. If possible, having young people as staff or on your boards is one way to show that you are serious about youth engagement. It also has a trickle down effect - if we can see ourselves in your organisation, we are more likely to want to join in.“There’s so many things that young people can give, and it’s not just because they are a number, or you need us to be the ‘youth voice’. There’s so many skills that we have, apart from our age.” - Mardiya Abdulaziz“More young people, or a balance of young people, is a good way to start. Like attracts like.”- Neo Kenny.DiversityRecognising and respecting the diversity of young people is critical, we are not a monolith. Be welcoming to all young people, regardless of their background, or your assumptions about their abilities. Young people will feel more comfortable in your organisation if we know that we can show up as our full selves. The beneficiaries of your organisation’s work will also benefit from the diversity of your volunteers.“I think it’s just simple things - not asking for people’s legal names unless you have to, having space for preferred names, having space for pronouns but not making it mandatory, giving space to share pronouns if you’re meeting new people. It’s not hard to make things rainbow friendly! Be open, take a couple extra steps.” - Neo Kenny, InsideOUT Kōaro.“I definitely have had to be careful what roles I put myself into because attitudes of some people can be hurtful, and it can be challenging if someone brings their own experiences or beliefs in but it’s misinformed, or they haven’t spoken to me.” - Lauren Dewhirst, disabled volunteer.FlexibilityMost young people have multiple obligations, on top of volunteering. Being pulled in too many directions can lead to burnout. We are more likely to join organisations which allow flexibility and recognise competing interests. Meet youth where we are - avoid minimum hour expectations, allow us to volunteer in ways which align with our skills and passions, and encourage your volunteers to prioritise their own wellbeing.AppreciationYoung people, like all people, want to feel appreciated. Many are also embarking on new careers, or trying to find paid employment. Appreciating and valuing their volunteering is one way you can give back to them. This may look like offering to be a referee for job applications, giving koha after milestones, or celebrating them on social media. All of this contributes to young people’s growth and development.“For me, with Youthline, I am learning quite valuable life skills. The way I sold it is that it is a benefit to not only the people I talk to on the Helpline but it is also sharpening my tools and skill sets which will only benefit my employer,” - Ethan Tauevihi-Kahika on how he balances employment and volunteering.Read the stories of these youth volunteers

Developing a youth board member role

This blog considers why Volunteering New Zealand sought youth participation on its Board and how it has evolved its youth board member role.Targeted engagement of young people into board roles has been growing over the last decade. Volunteering Marlborough delivered a youth on boards programme in 2018."One simple trick to achieve the ‘youth engagement’ so many organisations strive for? Actually offering young people a seat at the table."Examining the Youth Ladder of participation is a great task for organisations to assess where they are at in terms of their youth engagement. The ideal is for young people to be participating at the decision making table.

This is an aspiration that Volunteering New Zealand has worked on over the last few years. Volunteering New Zealand appointed its first elected Youth Board member in 2022. In the lead up to launching this role, Volunteering New Zealand's board did a lot of work to introduce and implement a role that greater enabled a youth voice at board level. In 2020, Volunteering New Zealand specifically co-opted its first youth board member Ryan Hooper Smith. Ryan, the wider board and a Youth Working Group collectively worked to deliver and design a targeted Youth Board Member role for Volunteering New Zealand.At our 2021 Annual General Meeting, Volunteering New Zealand board proposed a change to our constitution to include a mandated Youth Board Member role. This was affective from our 2022 AGM. In the interim, Volunteering New Zealand then co-opted an additional youth member, Matthew Goldsworthy until our first formally elected youth member was elected."If you’re a leader, an executive, a board member – anyone who has any form of responsibility – I encourage you to invite young people into your conversations. Whether it’s in governance or in operations, ask their opinions and listen with an open mind. Embrace the curiosity and creativity that comes from working with youth." Goldsworthy.In 2022, we had our first Youth Board Member formally nominated onto our board. Donald McIntosh. Donald is a strong proponent for having more young people in the board room."It’s generally accepted that a diverse board, bringing together a range background and skills, does better governance. However, so far at least, young people have been largely left out of the picture." McIntosh

How does our Youth Board Member role actually work?

Currently, our Youth Board Member is elected for a two-year term, with the ability to be re-elected for another two-year term. There is no minimum or maximum age for this position, however there is the expectation that this person is young and has experience as a young volunteer. Experience working on a board or in governance is not necessary - we care more about your willingness to learn about governance. And the role of the Youth Board Member has identical voting rights and responsibilities as other Board Members at Volunteering New Zealand.Our board members can expect to give approximately 10-20 hours per month of volunteer time, but this can vary depending on workload.Our quarterly board meetings are usually face-to-face, so some travel is required. Although this is a voluntary position, your travel expenses will be covered by Volunteering New Zealand.An election process in accordance with our constitution will be conducted before our AGM in November. Our new youth board member role is for up to two two-year terms.

This June we are wanting to give a #BigShoutOut to the volunteers in our community! They are our companions, firefighters, sports team coaches, fierce advocates, environmental stewards, and so much more. It is their time to shine, and we need your help to say thank you!

Get all campaign resources for the Big Shout Out.

Create a video to share

Share your thanks to the volunteers who have contributed to your organisation or community.

Create a short video saying “Thank you” to a volunteer, or a group of volunteers who have made a difference in your life or the lives of others in your community. Ask a volunteer to say why they love volunteering!

Here are some prompts/ questions to answer in your video.

How to film the video

1. Use an I-Phone or other device with a high quality camera to film your video.
2. Try to film in a space where there is minimal background noise (indoors is best, and avoid busy areas).
3. If possible, film your video against a clear and uncluttered background.
4. IMPORTANT: Please record your video in the right format. Portrait works best for Instagram, Landscape may work best for Facebook.
5. In your video, please say your name and what organisation you are from or represent (if applicable).

Share your video on your socials and tag #thebigshoutout

We would love to share them too! Email: margaret@volunteeringnz.org.nz