Anti-Racism Policies in Volunteer Engagement: Tips for Program Leaders

Developed in partnership with the Minnesota Alliance for Volunteer Advancement.

Making volunteer systems equitable isn’t just an ideal—it’s essential for fostering inclusive communities. However, systemic racism within these systems often goes unchecked, creating barriers for BIPOC (Black, Indigenous, and People of Color) volunteers and community members.

Many volunteer engagement practices, originally designed by and for a specific demographic, fail to account for the diverse experiences of all volunteers. As a result, some widely accepted "best practices" may unintentionally exclude and alienate BIPOC individuals.

As Minnesota Alliance for Volunteer Advancement puts it, "Volunteer engagement has a critical problem: The volunteers serving at nonprofit organizations don’t reflect the racial and ethnic diversity of the communities these nonprofits support."

To begin to understand how to address this issue, MAVA collaborated with BIPOC community members to learn more about these systemic inequities in volunteer engagement. Drawing from insights published in their resulting report, Co-Creating Racial Equity in Volunteer Engagement, this blog post will dive into how volunteer leaders can begin creating policies that address systemic racism and increase volunteer inclusivity.

Whether you're a nonprofit manager, diversity advocate, or volunteer leader, you'll find actionable ways to support a more equitable and effective volunteer system.

Why Policies That Address Racism Are Critical 

Racism in volunteer engagement takes many forms, often hidden within established systems. Background checks, lengthy recruitment forms, rigid volunteer schedules, and limited DEI (Diversity, Equity, and Inclusion) training often discourage BIPOC individuals from participating in formal volunteer opportunities. 

For example, background checks may unintentionally exclude BIPOC individuals due to systemic racism in the criminal justice system. Similarly, rigid schedules and processes fail to consider the unique challenges many communities face, including balancing multiple competing responsibilities. 

Anti-racist policies dismantle these barriers, ensuring every volunteer feels valued and supported. Not only does this build a stronger, more inclusive organization, but it also builds trust in the communities you serve.

Anti-Racism Policies: 

• Foster Inclusivity: Policies make commitments to equity explicit, ensuring everyone feels they belong. 
• Strengthen Communities: By representing diverse voices, programs address the actual needs of the community instead of perpetuating unequal systems. 
• Attract More Volunteers: A welcoming environment makes it easier to recruit and retain a diverse volunteer base. 

What Ways Can Leaders Address Racism in Volunteer Engagement?

In MAVA’s full report, Co-Creating Racial Equity in Volunteer Engagement, they explain how they have gathered and analyzed data collected through community listening sessions, reflected on their racial equity work in volunteerism, and developed ideas for next steps to help volunteer leaders begin implementing policies that address racism.

The first and most important step to begin doing anti-racism work in volunteer engagement spaces is to actively listen to the voices of BIPOC (Black, Indigenous, and People of Color) individuals.

This means creating spaces where their experiences, perspectives, and suggestions are heard, valued, and incorporated into meaningful actions. Listening is a crucial foundation for understanding systemic inequities and fostering inclusive practices.

Advocate for BIPOC Representation and Fair Hiring Practices

To create a more inclusive volunteer space, it’s important to prioritize BIPOC representation in your organization. Reports like MAVA's Co-Creating Racial Equity in Volunteer Engagement offer valuable insights for leaders on the importance of diverse staff in volunteerism and organizational work. 

Advocate for fair hiring practices that ensure equitable opportunities for BIPOC individuals. Get involved in your organization's Diversity, Equity, and Inclusion efforts and emphasize making equity a priority in hiring decisions. 

By promoting fair practices and increasing BIPOC representation, you can help foster a more inclusive environment and ensure volunteer spaces reflect the communities they support.

Review Your Volunteer Policies

Creating a more inclusive volunteer space starts with forming a diverse committee to review your organization's volunteer policies and procedures.

This committee should include individuals from varied backgrounds to bring different perspectives and lived experiences. A diverse committee ensures policies are reviewed through an equity lens and address the needs of underrepresented groups.

Here are some places to start:

• Review all volunteer documents and protocols, including applications, handbooks, job descriptions, evaluations, and risk management procedures 
• Identify inequities and areas for improvement within these materials
• Connect with peers at other organizations to learn how they’ve applied an equity lens to their volunteer processes
• Simplify the application process to make volunteering more accessible
• Provide clear and concise volunteer job descriptions
• Ensure feedback and evaluations are fair, transparent, and remove barriers to participation

Remember, policies and systems can contribute to exclusion in volunteer engagement. Be intentional about reviewing and revising any policies that perpetuate inequities.

Incorporate Anti-Racism Training Into Your Programming

Creating an inclusive and equitable volunteer program requires intentional efforts to provide diversity, equity, and inclusion (DEI) training for not only staff members but also volunteers.

By including DEI training in your volunteer orientation and ongoing professional development, you can set the foundation for an inclusive culture where everyone feels valued and respected.

Consider the following strategies:

• Initial Volunteer Orientation: Introduce DEI concepts and set expectations early on, emphasizing the organization's commitment to creating an inclusive environment. Highlight what behaviors are acceptable and what will not be tolerated to foster a safe and respectful space for all volunteers.
• Continuing Professional Development: Provide ongoing training for volunteers on DEI topics like unconscious bias, micro-aggressions, systemic racism, and white supremacy culture. This helps volunteers build their skills and awareness to promote inclusivity. 
• Budget for Trainer Fees: When organizing DEI training sessions, allocate funds to pay trainers, especially BIPOC trainers, to share their expertise and diverse perspectives. 
• Explore Low-Cost Educational Options: If funds are limited, try options like volunteer lunch discussions, book clubs on antiracism, visits to cultural festivals, or other creative learning opportunities. 
• Check-in with BIPOC Volunteers: Talk with BIPOC volunteers about their training preferences. Acknowledge they may take on extra emotional labor and offer them the option to opt out or join a safe, separate group to share their experiences comfortably. Respect their autonomy and well-being.

Prioritize Equity, Diversity, and Inclusion in Professional Development

Individual education is a key piece of antiracism work.

When you plan for your own professional development and personal growth, make racial equity a priority. 

• Attend Events Focused on Racial Equity: Engage with others seeking to grow in this area by attending events and conferences focused on racial equity. Learn from events like MAVA's annual Dismantling Inequities in Volunteer Engagement conference, and take the opportunity to connect with like-minded individuals who are also committed to fostering diversity and inclusion.
• Subscribe to Newsletters and Publications: Stay informed and keep equity as a priority by subscribing to newsletters or other publications that focus on racial equity. 

Prioritize Racial Equity in Your Personal Education

To continue the important work of equity and inclusion, it is essential to prioritize racial equity in your own education. There are various ways to expand your understanding and knowledge on this topic.

Here are some suggestions:

• Read Books and Articles: Engage with literature and articles that explore racial equity, systemic racism, and the experiences of marginalized communities. Educate yourself on the history, challenges, and triumphs of racial justice movements.
• Listen to Podcasts: Podcasts can be an accessible and informative way to learn about racial equity. Seek out podcasts that feature conversations and interviews with experts, activists, and thought leaders on racial justice.
• Watch Movies and Documentaries: Films and documentaries can provide powerful insights into the impact of racism and the struggle for racial equity. Explore diverse perspectives and stories that shed light on the realities of racial injustice and the fight for equality.

Continuing the Work of Equity and Inclusion 

Dismantling racism within volunteer systems isn’t a one-time task or a simple checklist—it’s an ongoing journey that demands commitment, humility, and action.

And as catalysts for change, volunteer engagement leaders play a part in fostering inclusive cultures within their organizations. Community-informed reports like MAVA’s Co-Creating Racial Equity in Volunteer Engagement are a great first step in understanding how your program impacts these issues, and the ways you can move more towards equity and inclusion.

By embracing anti-racism as a core principle, we take essential steps toward creating equitable, impactful systems that uplift and represent the diversity of our communities.

Additional Resources

VolunteerMatch's Equity in Action Toolkit

MAVA's Dismantling Inequities Conference

Racial Equity and Inclusion Resources for Volunteer Engagement Leaders