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CONTENTS 1. Introduction 5. Duties and Rights of Volunteers and Organisations 7. Specific aspects of Refugee Work 8. Refugee
resources for learning 10. Check
list
* You will have a chance to improve your knowledge of the specific field of working with refugees. Depending on the work you do and the training the organisation offers you, you can learn about legal and policy aspects, human rights in general, how to lobby the authorities or how to run campaigns. * Some organisations may offer extra training in language skills or first aid. * You will gain an insight
into the day-to-day running of an organisation or group. * In some cases you may have an opportunity to work in an intercultural team with people from various backgrounds and cultures. If you are responsible for welcoming clients or are at reception it is important to develop certain communicative skills. * You can learn to work independently and take responsibility for certain tasks. If the organisation offers good supervisory support this will not be an overwhelming experience. * On reflection you will be able to evaluate your personal strengths and weaknesses and where there may be room for improvement. * If you are planning to continue working in this area you can develop valuable links and networks with similar organisations. The NGO community will have an opportunity to get to know you and your work. In essence you will develop a profile within the sector. * If you are working in a foreign
country you will not only learn within the organisation, you
will also have the opportunity to get to know a foreign country,
its culture and people. You can improve your foreign language
skills and make friends abroad. Volunteers, if selected according to the organisation's needs, can offer valuable assistance in both relieving the existing workload as well as taking on additional tasks, that otherwise may not be carried out. Many organisations have well-managed programmes that exist entirely through the voluntary work of dedicated individuals. In order to establish a well co-ordinated and organised volunteer programme, a considerable amount of planning is required. In some countries it may be more difficult to find volunteers wanting to work with refugees and to establish a constant pool of available individuals. However in this case several organisations have established links with other countries and have developed programmes for foreign volunteers. * As with all institutions refugee organisations can also benefit from "new blood". New people bring new skills, ideas, enthusiasm and also a critical perspective to an organisation, that if taken on board can be used to improve existing methods or ways of working. Obviously it is important that an organisation commits to being receptive to any comments from volunteers. * When working with volunteers, who have previous experience of a similar type of work, either in another organisation or in another country, the mutual benefits can be especially valuable. The volunteer will probably have ideas and suggestions based on his or her past work. The idea of exchange programmes between refugee organisations of different countries is can be extremely beneficial to both the organisations and the individuals themselves i.e. ECRE's Twinning Project (see ECRE's website listed below). * Volunteers from the local community can be particularly valuable, in the sense that they not only assist an organisation in its day to day work, but they can also contribute to good relations and understanding between the local and the refugee communities. This is certainly the case where you have small communities in which refugees have been settled. A mutually supportive relationship needs to be encouraged. Experience shows that when local people are involved in the reception and settlement of refugees, incidences of racism and racist violence can be reduced. If we assume that many peoples' prejudice is based on ignorance one way to change peoples' views is through contact. In the absence of most governments' commitment to set up community structures between locals and refugees, non-governmental organisations can play a vital role in improving the situation. Existing groups, such as church or youth groups, can be targeted specifically when recruiting volunteers. However it must be clear that this can often be particularly difficult in communities where racism is already prevalent. It is important that volunteers can benefit from volunteering and are not expected to help for the sake of "being a better person".
4. What is Important When Working With Volunteers? 4.1 For Organisations * First and foremost it is important to realise that volunteers should not be chosen on an ad hoc basis without any planning involved. Often volunteers find themselves having been accepted and then being asked what they think they could do. This places an unfair burden on the volunteer, as it is impossible for someone to know immediately what is required and what would work within an organisation or solidarity group. This is not to say that when volunteers have had a chance to get to know the organisation's work in time that they might have ideas for projects that they could carry out. It is also not fair to expect a volunteer to spend his or her day just photocopying or filing. Although this may be fine for a certain period and is probably very helpful to the organisation's staff, you may find that your volunteer leaves early. Hence, job descriptions should be designed and responsibilities negotiated. * Before you start recruiting volunteers there must be a clear decision from individuals co-ordinating the group or organisation to want to work with volunteers. In the long run it will not be particularly fruitful if at a lower level volunteers are taken on board when there is no commitment on behalf of the organisation to establish proper structures and procedures for dealing with volunteers. * Recruitment can be achieved through newsletters, the web, the radio, TV, educational establishments and community groups. * If you find that you have more volunteer applications then places, a record of applicants can always be kept. Alternatively, you can recommend individuals to other organisations. * In the case of organisations, the management staff should also be clear of the consequences of taking on volunteers as this means additional work in terms of recruiting, training, co-ordination and supervision. * Once this decision has been taken, specific areas in which volunteers can work should be identified. At the same time skills required to fulfil these tasks should be listed and a job description drafted. At a later stage it will make it easier to match the individual's skills and talents with the required jobs. * It should also be established how many volunteers at any one time an organisation or solidarity group could cope with. Physically there may only be space for a limited number of people, so priorities according to the importance of different tasks will have to be set. There may be times that are more suitable to take on volunteers than others. If the summer months are busier than in winter there will probably be a greater demand for additional help. Furthermore organisations should be clear about how long they wish volunteers to work with them. This will obviously vary depending on the nature of the work. If a piece of work is set, such as research, the timeframe will be limited, whereas if the work is of an ongoing nature a more long-term volunteer commitment will be required. * There must be clear decisions about who will be responsible for the volunteer/s; there may be an existing staff member or group member who is able to increase their load. However, the organisation should explore the possibility of appointing a volunteer co-ordinator. In order to work in a serious and committed manner there have to be persons responsible for: (a) The selection and interviewing of possible volunteers (including checking up on references!) (b) The co-ordination of several volunteers (this will obviously depend on numbers) (c) The introduction to the organisation and the volunteers' tasks (d) The proper supervisory
support and feedback for volunteers - proper supervision (covering
technical, practical and personal factors) of the volunteer is
essential and the (e) The resolving of grievances or complaints * Proper supervision (covering technical, practical and personal elements) of the volunteer is essential and is the responsibility of the volunteer co-ordinator. If the above procedures are in place for paid employees or group members, this should not result in too much additional work for the organisation. * The organisation should be clear about what kind of training they can offer the volunteer. At least there should be an introductory training session in order to familiarise the volunteers with the organisation's work, staff, management structures and working methods. If you are working with foreign volunteers an initial training should involve cultural awareness and an introduction to the historical and political background of the country. In some cases language training will also be required. * Decide beforehand whether you can cover volunteers' expenses, such as travel fares and lunches or a small amount of pocket money. It is important that the volunteer knows whether he or she can claim these expenses and if so how to go about it. * Organisations should consider taking on volunteers from a wide pool of people such as refugees themselves, older people, people with disabilities, lesbians, transgendered people, gays bisexuals or people from materially disadvantaged backgrounds. A truly far-reaching and inclusive organisation will consist of a rich and varied team. * Finally, to once again prove
your commitment to the volunteer, it is a good idea to have a
beginner's starter pack which includes a contract between the
volunteer and the organisation (please see chapter 5 for details). * When looking for an organisation
try to find out as much as possible about what kind of work they
do. Is it a big or small organisation? Do they have a volunteer
programme? Is it completely run by volunteers? It is especially
important to find out beforehand what kind of voluntary work
you will be doing. It is possible that you find your voluntary
work to be extremely boring. * In refugee work it is vital that you maintain client confidentiality and the confidentiality of the organisation and at all times. There have been many incidents where attempts have been made to infiltrate refugee organisations by information gatherers from oppressive regimes wishing to locate individuals who have fled. It must be stated however that maintaining confidentiality is a must in all sectors. * Time keeping is crucial. If a volunteer does not arrive at the organisation when they are supposed to, it will be decided that they are not dependable or responsible. If you are having difficulty with time management, new terms should be negotiated. * Think about how long you want to volunteer for and whether the organisation also wants someone for the same length of time. Find out how many hours you are expected to work and whether you will work in the evenings or at weekends. * Is the organisation offering you an introductory or even ongoing training? This is an additional benefit from doing voluntary work. Many organisations send their volunteers and employees to training seminars and workshops. * Will you have a personal supervisor, to whom you can go with any questions, comments or complaints? If you are working with marginalised groups, such as refugees, it can often help to have someone with whom you can regularly talk about your experiences and feelings. How often will your supervisor be available? If you are doing your voluntary work as part of your studies, your supervisor might have to write a report about you and also accompany you through the different stages of your placement. * Find out whether you have to pay for your expenses, such as travel costs and lunches. Some organisations have small amounts of money for these extra costs. * If you are going to go abroad to do voluntary work, it is advisable to find out about the city, town or village you are going to. You should also consider the safety of the place you will be living and working in. Can you go out alone at night or even during the day? In several cases volunteers have found themselves in risky situations because they were not aware of the dangers. You should also be aware of cultural differences that might affect you. Can women wear short skirts without being harassed? Can you go into a bar on your own? Most organisations that have experience with foreign volunteers include this kind of information either in their information packs or in their initial training. * When going abroad make sure
you either have somewhere to stay, you have directions and know
how to get to your final destination, or have enough money to
pay for temporary accommodation. Some organisations organise
group accommodation. Be aware that this accommodation can be
very basic and you could be sharing with quite a number of people. * Background of the organisation The pack is written and designed to be easy to use. No assumptions are made about what the volunteer knows and it outlines all office procedures from welcoming, dealing with clients, dealing with volunteer requests, maintaining the welcoming room and message taking. This pack also includes a "contract of deployment" or agreement which clearly delineates the rights and obligations of volunteers and the organisation itself. It is then signed by both the volunteer and the volunteer co-ordinator. (Contact the Volunteer Co-ordinator, at NERS,
for further information on this pack: Motivating a volunteer can be achieved through many means, some which have been discussed earlier in this document. However, to reiterate, a contract can act as the first step to motivate a volunteer for it illustrates that the organisation respects their skills and dignity. A volunteer needs to work in a friendly environment, with an equitable policy. The management should not be permitted to abuse its power and needs to be receptive of any comments from the volunteer, regarding ways in which tasks can be accomplished to a better degree. Hence, transparent management structures need to be maintained in which volunteers are able to participate or have a decision-making role. If a volunteer continues to steadily acquire expertise and develop their social and communication skills, they are more likely to perform to the best of their abilities and actually stay. Moreover, this can be achieved by encouraging them to attend training seminars and conferences and they should be provided with financial support to do this. In regard to employment prospects and opportunities, the organisation needs to guarantee they will act as a reference for volunteers and consider them for future paid positions should they arise.
7. Specific
Aspects of Refugee Work The refugee experience is permeated by violence, danger, uncertainty and hardship. When refugees arrive in their country of refuge they require assistance and care in order to deal with the serious harm they have suffered, and to begin their life again. Indeed, specific services are needed if a refugee is expected to succeed. Hence, government services and particularly non-governmental organisations (including solidarity groups) provide vital resources and assistance to refugees and displaced persons in need. The various services that are provided are interdependent and include: Service Provision As stated previously, refugee work is diverse and it does not only involve service provision. Many organisations are engaged in anti-racist struggles, policy development and campaigning. We have summarised some of these activities below: Advocacy & Policy Work This list is not exhaustive and volunteers can become involved in all these different aspects of refugee work depending on their skills and suitability.
8. Refugee
Resources for Learning * Contact your national or local refugee organisation, many distribute refugee information packs to the general public for free or for a small fee. We have included a list of national refugee councils or organisations in section 8.3 of this document. (This list does not aim to be complete but provides a start for an exploration of (internet) resources * The UNHCR is an excellent place to start learning about refugees. Their website (listed below) includes all relevant definitions, statistics, and articles on refugee law and policy, refugee health, women and children, people with disabilities, older people and victims of torture. It also includes daily reports from refugee producing countries around the world. * In addition, the UNHCR produces
a CD Rom called Refworld (a section of it is on the website)
which includes country specific reports, publications, images
and maps. Moreover, it supplies all the international legal instruments
that govern the condition of asylum-seekers and refugees in the
Europe i.e. the 1951 Geneva Convention Relating to the Status
of Refugees; the 1967 Protocol; the Handbook on Procedures and
Criteria for Determining Refugee Status; the Schengen Agreement;
the Dublin Convention; the Manifestly Unfounded Procedures and
other international human rights instruments that are becoming
increasingly vital to refugee protection. * ECRE has two information exchange networks: Elena and ECRAN. Elena is a network of legal practitioners throughout Europe, which exchange information and best practice upon request. ECRAN is a network for the exchange of advocacy techniques and devising policy strategies. These networks extend into Central and Eastern Europe. * The EU Networks on Integration
of Refugees (listed below) supplies information on integration
of refugees in the European Union countries: publications (good
practice guides, refugee perceptions report, etc.), a database
of projects and contacts. * In order to gain a fuller
picture of the refugee situation, it is necessary to look at
more alternative or radical sources as well such as anti-racist
or refugee-run organisations. They have their own literature
that has been written from another perspective and mostly by
direct experience. Of course UNITED has a range of infoleaflets
and infoposters on asylum and refugee issues in Europe, listed
below. UNITED also maintains a website I CARE together with the
magenta Foundation(see 8.3) which has reports, discussion groups,
calendars, a bulletin board and videos on refugees and anti-racism.
8.1 Useful References
8.2 UNITED for Intercultural Action Information Resources
on Refugees
8.3 Useful Websites
9.
Voluntary Work - Where to Start Looking? * You can always write, email or telephone an organisation or group you wish to work with, and ask them if they take on volunteers. Remember give them your CV and explain what you would like to work at, and gain from your volunteer experience. There may be a formal application form or procedure. * The European Commission (EC) in 1996 set up the European Voluntary Service Programme (EVS). It offered young people an opportunity to work for 6-12 months in a non-profit project abroad. In May 2000 it incorporated the Youth Programme of the Directorate General of Education and Culture, and it is now simply called the Youth Programme and can be accessed through the EC's website (listed below). The same conditions still apply; however, volunteers can also travel outside EU member states.
9.1 Volunteer Websites
10.1 Checklist for Organisations Information to volunteers Preparation and training
of volunteers Rights and duties Supervision and support
of volunteers Safety and Security Decision-making
10.2 Checklist for Volunteers Information for volunteers Rights and duties Supervision and support
of volunteers Safety and Security Decision-making
UNITED
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