Blog Posts

In the heart of Gloucester, there’s an organisation cooking up community spirit alongside delicious meals. Community Kitchen Glos , based at St John’s Church Hall in Gloucester, provides hot 3-course meals to anyone in the city who needs it, working hard to create a restaurant atmosphere for guests to relax and enjoy themselves. Every Monday, a dedicated team of volunteers cook and serve delicious food to anyone who walks through their doors. Read on to find out more about this amazing organisation! Volunteers at the Heart of the Mission The Trustees of Community Kitchen Glos are committed to volunteer empowerment. This isn't a top-down charity; it's a collaborative community effort where volunteers are the driving force. The volunteers don't just serve meals – they shape the organisation's direction, explains Trustee Dave; “the way we’ve brought the charity together, the volunteers run the charity. They elect the trustee board; they take part in our AGM and our meetings.” Volunteers are really at the core of everything they do. After each service, the team comes together for a de-brief. They celebrate their achievements, share the number of guests served, and crucially, the Trustees listen. "We will always take people's ideas on," Dave emphasises. This adaptive approach ensures the kitchen continuously evolves to meet changing community needs. Trustee Molly says, “People come back again and again; they really like it. We worked really hard to listen to feedback from the first few volunteers, and we never get stuck in our ways … it’s really important to us to keep adapting and improving and changing it, as the needs change, as the volunteers change.” Breaking Down Barriers to Volunteering Community Kitchen Glos has developed a really accessible approach to volunteer recruitment. There are no interviews or strict requirements, Molly and Dave say, “when they come here for the induction, that’s when we have conversations about reasonable adjustments, what their expectations are. We don’t require them to demonstrate they can do something." They have a flexible booking system that allows people to help as much or as little as they can manage. They aim to have more volunteers than they strictly need, as Molly says, “we think it’s really important to have people free to go and sit down, that it feels calm, and the volunteers can enjoy their time here.” How Go Volunteer Glos Supports Their Work We are so proud to say that through Go Volunteer Glos , Community Kitchen Glos has been able to recruit over 30 new volunteers. Molly and Dave love being able to tap into our pool of volunteers, and that they are able to operate their amazing service because of the great people they’ve found through Go Volunteer Glos. They also love the diversity of volunteers they’ve found through us, Molly explains, “there’s a real diverse range of volunteers. We’ve had all types of volunteers through [Go Volunteer Glos], which is exactly what we want. That’s what makes us such a good community.” A Vision Beyond Meals Community Kitchen Glos provides a critical service. Every Monday, they serve around 60 three-course sit-down meals, offering not just nourishment, but a warm, dignified dining experience for those who might otherwise struggle to enjoy a restaurant meal. "We see ourselves here to do good in the community," Molly shares. "We would like food banks to not exist, ultimately. We want to get to a point where everyone's got enough food. In the meantime, we’re doing good for our guests who need to eat." Ready to Make a Difference?

15th – 21st September 2025 is National Inclusion Week (founded by Inclusive Employers ). The theme this year is “Now is the Time”, emphasising the importance of inclusion, urgency, resilience and the need to push forward. Now is a great time to review your volunteering practices to ensure that they’re as inclusive as possible, and we’ve assembled some tips and resources to support you: Seven simple steps to make your volunteering opportunities more inclusive: Are your recruitment materials accessible? Make sure you use plain English and offer all materials in large print and Easy Read. You can finds out more about creating accessible documents here: https://abilitynet.org.uk/factsheets/creating-accessible-documents-0 Survey your current volunteers Conduct an anonymous survey of your existing volunteers about how inclusive they feel your organisation is, where they think things could be improved and what’s working well. You can see a template survey here: Template Volunteer Inclusion Survey.docx Offer a range of opportunities Not everyone will be able to commit to a fixed day or time each week, so make sure that you’re able to accommodate those with other commitments. Create a welcoming environment Really look at the experience you’re offering volunteers. Is the environment warm and welcoming? Are there opportunities to socialise outside of tasks? Consider implementing a buddy scheme for new volunteers to help them to integrate into established groups. Support volunteers with additional needs You could develop a Volunteer Inclusion Plan (VIP) to facilitate an open conversation about any additional needs a volunteer might have during the recruitment process. The Plan allows the organisation and volunteer to agree reasonable adjustments to enable the volunteer to contribute. Apply the social model of disability The social model of disability is the way of viewing disability as a barrier created by society rather than a person’s differences. Take a look at our “ Understanding the Social Model of Disability ” poster for volunteer managers. Consider whether a DBS check is necessary Volunteers who have unsupervised contact with vulnerable adults and children will always require a DBS check. However, many roles don’t, and organisations should be wary of adopting a one-size-fits all approach to volunteers with criminal convictions. Criminal convictions should be reviewed on a case-by-case basis based on their compatibility with the role on offer.

We were delighted to get the chance to meet with Paula, Volunteer Manager at Reconnect CIC to hear about some of the inspirational work she does with their volunteers. It was a wonderful to have you at this year’s Gloucestershire Volunteer Awards, what does it mean to you to win this award? ReConnect is extremely honoured to have won the Best Practice Award and it really has made our year. We always try to do our best for both volunteers and the recipients of our service and having this recognised, certainly helps us know we are not only on the right lines but also leading the way. What impact do volunteers have in your organisation? Put simply, immeasurable impact. The whole remit of our work is to use people with lived experience of either a stroke or other long-term condition, to help others struggling to adjust. This authentic support is highly valued and turn something that some see as a burden into a positive outcome. From your nomination, we can see you are creatively managing volunteers, we would love to know more about how you do this. The fundamental emphasis of our support is to make everything achievable no matter what level of disability or condition someone has. This means every volunteer has personal, support and guidance to ensure they can volunteer successfully and all barriers are removed or managed effectively. This can be as simple as weekly contact to encourage, reminders before a session is due to start and a wide range of volunteering opportunities to try. We truly listen to our volunteers and view each one as a separate entity. We always start off small – where the person is at that point in time – and then offer roles that go that bit further as confidence grows. We also listen to volunteers when they need a temporary break due to fatigue or who need a change in role. This keeps the momentum of volunteering and avoids people leaving as they do not see progression in their role. We also acknowledge the implication of that volunteers' condition and take care to make things achievable. This can involve ensuring volunteers do not have to travel too far and being aware of what ‘too far’ means for each person. Truly knowing each volunteer cannot be underestimated. We get asked advice on how to best support volunteers – what tips or advice would you give to other volunteer managers? The first one is to always remember to invest time in yourself. I read and research a lot about volunteering, looking for ideas and things to try. So as a Volunteer Manager, I invest time in my own role and always endeavour to remain relevant. I also challenge my own thinking and look for new ideas to deepen volunteering at ReConnect. I think this is why we get asked to be part of research projects as we are open to different ideas. These opportunities then offer something constantly new to our volunteers, and they can dip in or out as they wish. The next one is to keep in regular contact with all your volunteers. For me that is either weekly or fortnightly and never longer than this. I try to get to know each volunteer and their motivations and make their volunteer journey a personally effective one. I always go out to see volunteers for a coffee or catch up and sometimes this requires persistence! The final one is to search for potential volunteers rather than wait for them to find you. Finding volunteers is a shared focus by all the staff at ReConnect i.e. they look for people who may fit what we need and then I follow that up as well as do my own finding. This collective effort ensures that we don’t miss a chance to enlist a new volunteer. How do you adapt roles to suit individual needs and how does this then support services being delivered? 85% of our volunteers have either had a stroke themselves or have a long term condition that means daily life is very challenging. This means our volunteers typically have issues with fatigue, with mobility, with timetabling and/or anxiety. Of course some do not. We ensure anything we ask is achievable for that person at their stage of recovery journey or there is a new adaptation required. Typically, this will be considering how far a volunteer has to travel, nearby accessible parking, consideration of steps or uneven floors and the times of day. I will also remind volunteers of their commitments through my weekly messages to them ie they arranged to visit a person on a set day and how did that go? We also build in volunteering breaks and balance easy requests with ones that are more complex and therefore more demanding. For example, if we get a request for a home befriender in central Cheltenham, we must work out the distance a volunteer would have to travel, where they can park, the time of travel to avoid commuting traffic and the sensory overload in navigating a busy city. What do you enjoy most in your role? I enjoy seeing anxious volunteers really blossom and start to push themselves. They typically have experienced lots of things they cannot do and turning that into ‘we can work with that’, builds their sense of self worth and value. When we lose volunteers its usually because they have returned to work or fulltime work, gone back to study further in a career that has new relevance or their timetable is now so busy with new friends and groups, they cannot fit us in! How has Go Volunteer Glos supported your volunteer management? Having a platform to find new volunteers and advertise our roles has been invaluable. It also enables us to get a feel for where we can evolve and offer new opportunities based on what people are seeking. The Volunteer Awards also add status to Volunteering and give it a platform where collectively we celebrate this worthwhile life skill. Finally, what are your three top tips for other volunteer managers? 1. Be organised and dedicate time to doing Volunteer Management well. Evolve your practice and remain relevant. 2. Ensure ALL volunteers are contacted regularly and keep a commitment to getting to know them. 3. Constantly keep opportunities fresh and inviting. Small tweaks can bring new volunteers onboard and keep existing volunteers motivated.

In the heart of the Barton and Tredworth community, something amazing is happening on Saturday mornings. Whilst many of us are having a leisurely weekend lie-in, the dedicated volunteers at Young Thinkers Gloucester are busy helping children learn, grow and achieve! Read on to find out about Young Thinkers Gloucester and hear from Omar and Unays, two shining examples of what can be achieved with passion and dedication... About the Organisation Young Thinkers Gloucester began in 2019, with a vision to tackle educational inequality in the Barton and Tredworth area. What started as a weekend study club has blossomed into something far more extensive, touching countless lives through health education, first aid training, and community outreach programmes. "We know that our area has faced challenges with deprivation and poor health and education outcomes," explains Omar, one of the Trustees. "Some of us have medical backgrounds, so we wanted to share vital skills like CPR—something everyone should know but many never get the chance to learn." More Than Just Academic Support While academic progress is important, Young Thinkers' impact extends far beyond the classroom. The Saturday sessions have become a space where children develop confidence, communication skills, and leadership abilities. For many families where English might not be the first language or parents are juggling work commitments, it's a vital lifeline of support. "It's more than just studying," Omar explains. "It's about children coming together, seeing others working hard on a Saturday morning, and building that culture of valuing education.” The Volunteers Benefit Too What makes Young Thinkers Gloucester so special is their understanding that volunteering isn't just about service delivery – it's about creating a supportive community where everyone grows together. They invest in their volunteers through training opportunities, regular check-ins, and a collaborative WhatsApp group where everyone's voice matters. Omar says, “It’s not just benefitting the children; it’s benefitting us all as a group of volunteers. Unays and others have built leadership skills, we’ve had training that we’ve provided them, we’ve signed up to online training so if they want to do some courses for their own development, they can do that for free.” Young Thinkers’ approach shows how accessible volunteering can be. They welcome volunteers from Year 8 students to retirees, and there's no pressure to commit to every session, Omar says, "we understand people have different responsibilities and commitments. We want it to be quite informal and an enjoyable experience." How has Go Volunteer Glos Helped? We’re really pleased to see that Go Volunteer Glos has helped Omar find more volunteers. Young Thinkers Gloucester has had quite a lot of applications through us, he says, “it’s been a really positive initiative … because of Go Volunteer Glos, we’ve had people contact us, we’ve had volunteers join us. Some of them go on to do other things, become teaching assistants and get involved in education.” Both Omar and Unays were nominated for awards at Gloucestershire’s Volunteer Awards , hosted by Go Volunteer Glos, along with one of their younger volunteers. Omar says, “the awards ceremony was a really good initiative, one of the finalists was a student with us previously and is now a young volunteer with us … Previous students of ours, as the years have gone on their now older and have joined us as volunteers. Which is really nice, it’s giving back to the community.” Getting Involved: Easier Than You Think Thinking about volunteering but unsure about taking that first step? Even just one hour of your time can make a significant difference. Yes, it's a commitment, but as Unays says, “if you’ve got that passion, you see it as a valuable thing, rather than a waste of time.” Unays volunteers at the Saturday study club: "If you want to help somebody," he shares, "the priority should be that you're actually there because you enjoy helping people … I've had a gift in my education that I can pass on to younger people." We think that’s really admirable. Omar’s Top Tips for Organisations: Omar recommends working with other organisations in your area: “As an organisation, speak to other organisations. Build links, build networks, learn from each other, help each other.” Don’t be afraid to recruit young people as volunteers: “It’s good for young people to volunteer, it helps with their development, their communication and leadership, and they feel they’re giving back to their community too” And always remember: “The volunteers are taking out their own time, and their goal is to help others… so as a leader of an organisation, it’s always good to speak to the volunteers. See what could be improved, see what’s working well, and see how you can help them” Unays’ Top Tips for Volunteers Follow your passion: “Find a cause you’re passionate about. Young Thinkers, I do because I enjoy teaching. They’re things I personally have a belief in.” Use your time wisely: “A lot of volunteers don’t realise how much time an hour out of your week actually is. That’s an hour of your week that’s gone… so you have to make sure you’ve actually achieved something in that time” Ready to start your volunteering journey? Take that first step today. Sign up to Go Volunteer Glos below!

Meet the amazing Lottie, who volunteers for Age UK and ReConnect Gloucestershire. Lottie was kind enough to answer our quick-fire questions and shared her inspirational story with us. She also has some fantastic advice for those thinking about volunteering!

Gloucestershire Volunteer Awards 2024: Celebrating the Heart of our Communities Gloucestershire's Volunteer Awards is shining a light on the unsung heroes who dedicate their time, energy, and passion to make a positive impact in our communities. Organized by Go Volunteer Glos, Charlies Cancer Support for anyone affected by Cancer and Gloucestershire VCS Alliance; this celebratory event honours the invaluable contributions of volunteers across the county. The ceremony promises to be a memorable occasion, recognizing the extraordinary efforts of individuals who selflessly give back to their communities, going above and beyond. From dedicated mentors to litter pickers, befrienders and compassionate neighbours, the awards celebrate the diversity and depth of volunteering in Gloucestershire. "Volunteers are the backbone of communities across Gloucestershire” said Emma Snell, Go Volunteer Glos "Their unwavering dedication and care uplift and inspire us all. We are delighted to be part of Gloucestershire’s Volunteer Awards and provide a platform to honour efforts of volunteers across the county”. Nominations for the awards are open to the public, allowing individuals and organizations to put forward deserving candidates who have made a significant difference in their communities. A panel of judges will carefully review each nomination to select the finalists and winners across various categories, including: · Rising Star Award · Young Volunteer Award · Good Neighbour Award · Community Involvement Award · Trustee of the Year Award · Volunteering Experience Award · Lifetime Achievement Award · Volunteer of the Year Award The awards ceremony, scheduled for June 6 th , during Volunteer’s Week will be, bringing together volunteers, community leaders and supporters to celebrate all volunteers. Attendees can look forward to an evening of inspiration, entertainment, and heartfelt tributes to the remarkable individuals and groups shaping a brighter future for Gloucestershire. "We invite everyone in Gloucestershire to join us in recognizing the extraordinary contributions of our volunteers," added Emma Snell. "Their acts of kindness and service touch countless lives and create a ripple effect throughout our communities.” For more information about Gloucestershire’s Volunteer Awards and to submit nominations, please visit https://www.govolunteerglos.org/gloucestershire-volunteer-awards Media Contact: Emma Snell: Go Volunteer Glos Manager [email protected] T: 07518295852

RRA Architects is an award-winning firm based in Cheltenham comprising a highly dedicated, multi-disciplined team with a wide range of experience and knowledge of the built environment. They have a diverse range of national projects including private houses, offices, sustainable housing communities, heritage repair and conservation, retail spaces, mixed use development, education buildings and schemes for both private and public clients. Rachel Palmer, Director, explains why the company actively promotes employer supported volunteering: ‘We wholeheartedly believe in supporting our employees' passion for giving back to the community. That's why we gift our staff time off to volunteer for charity or community projects of their choice. This approach allows each individual to select a cause that resonates personally, ensuring their involvement is entirely voluntary and not driven by external pressures. Although we have used the example of organising workshops for students, our team's volunteering efforts take many forms with each person choosing how to use their unique skills and expertise to make a difference. For instance, RRA Project Designer, Sarah-Jane Bonner, used her volunteering time to provide professional services for the Open-Door charity, assisting with the refurbishment of their new premises. Group Business Manager, Jane Cooke, on the other hand, is currently liaising with a local school to set up mock job interviews, providing valuable interview practice for the students. Why we do it Of course, the obvious answer is to give back to the community. It is well documented that volunteering offers numerous mental, physical and social benefits to those involved. However, it has a much wider impact; when our team members return from their volunteering experiences, they bring back a renewed sense of energy and ‘joie de vivre’ to the office. So, from a company perspective, supporting our employees' charitable endeavours fosters a sense of fulfilment and purpose among the individuals which ripples through the whole company. Beyond the positive impact on individuals and collective well-being, our commitment to community involvement is beneficial for the company image as well. It enhances our internal and external marketing efforts, showcasing RRA as caring and socially responsible. This, in turn, contributes to improved recruitment, staff retention and serves as a tangible demonstration of our values to potential clients. How this works at RRA We have a long history of supporting our team members with their ideas and truly believe that a culture of giving enriches us all, not just the recipients. This company attitude means that people feel confident that the company will welcome their idea and celebrate their effort, so they are not concerned about requesting time to volunteer. Consequently, we have informally supported volunteering for many years on an ad hoc basis, with individuals organising their own volunteering opportunities. However, it is an activity which we are hoping to encourage more of, so we are looking at other companies to see if we can, and should, adopt a more formal model. We need to assess whether this would positively encourage more of the team to take part or whether they would feel less control and more pressure - which may have a negative impact. Perhaps we can find a halfway solution which would benefit everyone. RRA Associate Oliver Smith shares his experience of running a voluntary workshop at Hereford and Ludlow College. Ludlow Sixth Form College Oliver says: " I vividly remember the excitement and uncertainty I felt during my own college days, and now, being in a position to share my knowledge and experience with the next generation feels incredibly rewarding. Helping these aspiring architecture students discover their passion and guiding them towards a fulfilling career path is an opportunity I couldn't pass up. Seeing their eyes light up with enthusiasm and knowing that I can make a positive impact on their journey is truly rewarding. It's a way of giving back and inspiring others to pursue their dreams in architecture, just as I did. As they say: 'When you teach, you learn twice,' and being part of this process feels like coming full circle, enriching both their lives and mine." Hannah Day, Head of Visual Arts, Media and Film, Ludlow Sixth Form College explains how Oliver has helped them through his volunteering role: ‘‘Oliver has visited the Visual Arts, Media and Film departments Careers Day twice. On both occasions he talked about his route from college, through university and into work as an architect. This was particularly helpful in showing students how they too can move from where they are now into any number of exciting areas of work. It was particularly helpful as he attended Ludlow Sixth Form College himself and so was in their position only a few years before. As well as his talk, he offered a practical task, asking students to come up with design solutions for a real brief he had been given. Some students considered the brief in practical ways while others went down a flight of fancy. Both approaches allowed students to explore building design problems and solutions but in diverse ways. He has also been generous in offering feedback and support for students applying for university. As we see more students interested in architecture in our current year one this offer of help will be instrumental in placing students into their first-choice universities.” www.rraarchitects.com www.hlnsc.ac.uk

GRCC (Gloucestershire Rural Community Council) is an independent charity that works within Gloucestershire’s communities to inspire, enable, and deliver community action. They work countywide to strengthen and develop communities to create thriving, sustainable places for local people to live and work in, and also support other charities to deliver their own aims. GRCC encourages both their teams and Board Trustees to volunteer. Barbara Pond, Director of Operations at GRCC, says 'We are a leading organisation supporting charities who work with volunteers across the county and we feel it is important for us to model best practice around volunteering and employer supported volunteering. We also really believe that it is valuable for our staff’s health and wellbeing’. All employees are encouraged to take up to 2 days per year to volunteer with an individual or organisation of their choice and at a time of their choosing. Feedback on time spent volunteering is shared regularly at team meetings. Guy Dobson, VCSE Advice Officer at GRCC , spent one of his volunteering days repairing the sandpit at White City Adventure Playground. Guy used to run adventure playgrounds in Bristol so it felt great for him to be back on ‘home soil’, connect with the staff and meet some of the community who use the resource. Being ‘back on the tools’ also made a welcome change from desk-based work and Guy derived a lot of satisfaction from seeing a physical improvement to a space which really benefitted from his support. Guy says: ‘My local adventure playground in White City, Gloucester, known locally as the Venture. I’ve been supporting them for 6 months now with fundraising advice and also doing a few bits on the tools as a volunteer! Thanks to my current employer GRCC for paying for my time to volunteer here, it’s been a triple win. Big up to Dawn, Carolyn, Tyreese, Billy and Katie and the rest of the team at the playground for their amazing work in the community at White City.’ The team there have been thrilled to have Guy volunteering with them: ‘Huge thank you to Guy from Gloucestershire Rural Community Council for spending one of his Employer Supported Volunteering Days giving our sandpit a much needed make over - it looks brilliant and we are very grateful ‘

GRCC (Gloucestershire Rural Community Council) is an independent charity that works within Gloucestershire’s communities to inspire, enable, and deliver community action. They work countywide to strengthen and develop communities to create thriving, sustainable places for local people to live and work in, and also support other charities to deliver their own aims. GRCC encourages both their teams and Board Trustees to volunteer. Barbara Pond, Director of Operations at GRCC, says 'We are a leading organisation supporting charities who work with volunteers across the county and we feel it is important for us to model best practice around volunteering and employer supported volunteering. We also really believe that it is valuable for our staff’s health and wellbeing’. All employees are encouraged to take up to 2 days per year to volunteer with an individual or organisation of their choice and at a time of their choosing. Feedback on time spent volunteering is shared regularly at team meetings. Guy Dobson, VCSE Advice Officer at GRCC , spent one of his volunteering days repairing the sandpit at White City Adventure Playground. Guy used to run adventure playgrounds in Bristol so it felt great for him to be back on ‘home soil’, connect with the staff and meet some of the community who use the resource. Being ‘back on the tools’ also made a welcome change from desk-based work and Guy derived a lot of satisfaction from seeing a physical improvement to a space which really benefitted from his support. Guy says: ‘My local adventure playground in White City, Gloucester, known locally as the Venture. I’ve been supporting them for 6 months now with fundraising advice and also doing a few bits on the tools as a volunteer! Thanks to my current employer GRCC for paying for my time to volunteer here, it’s been a triple win. Big up to Dawn, Carolyn, Tyreese, Billy and Katie and the rest of the team at the playground for their amazing work in the community at White City.’ The team there have been thrilled to have Guy volunteering with them: ‘Huge thank you to Guy from Gloucestershire Rural Community Council for spending one of his Employer Supported Volunteering Days giving our sandpit a much needed make over - it looks brilliant and we are very grateful ‘

RRA Architects is an award-winning firm based in Cheltenham comprising a highly dedicated, multi-disciplined team with a wide range of experience and knowledge of the built environment. They have a diverse range of national projects including private houses, offices, sustainable housing communities, heritage repair and conservation, retail spaces, mixed use development, education buildings and schemes for both private and public clients. Rachel Palmer, Director, explains why the company actively promotes employer supported volunteering: ‘We wholeheartedly believe in supporting our employees' passion for giving back to the community. That's why we gift our staff time off to volunteer for charity or community projects of their choice. This approach allows each individual to select a cause that resonates personally, ensuring their involvement is entirely voluntary and not driven by external pressures. Although we have used the example of organising workshops for students, our team's volunteering efforts take many forms with each person choosing how to use their unique skills and expertise to make a difference. For instance, RRA Project Designer, Sarah-Jane Bonner, used her volunteering time to provide professional services for the Open-Door charity, assisting with the refurbishment of their new premises. Group Business Manager, Jane Cooke, on the other hand, is currently liaising with a local school to set up mock job interviews, providing valuable interview practice for the students. Why we do it Of course, the obvious answer is to give back to the community. It is well documented that volunteering offers numerous mental, physical and social benefits to those involved. However, it has a much wider impact; when our team members return from their volunteering experiences, they bring back a renewed sense of energy and ‘joie de vivre’ to the office. So, from a company perspective, supporting our employees' charitable endeavours fosters a sense of fulfilment and purpose among the individuals which ripples through the whole company. Beyond the positive impact on individuals and collective well-being, our commitment to community involvement is beneficial for the company image as well. It enhances our internal and external marketing efforts, showcasing RRA as caring and socially responsible. This, in turn, contributes to improved recruitment, staff retention and serves as a tangible demonstration of our values to potential clients. How this works at RRA We have a long history of supporting our team members with their ideas and truly believe that a culture of giving enriches us all, not just the recipients. This company attitude means that people feel confident that the company will welcome their idea and celebrate their effort, so they are not concerned about requesting time to volunteer. Consequently, we have informally supported volunteering for many years on an ad hoc basis, with individuals organising their own volunteering opportunities. However, it is an activity which we are hoping to encourage more of, so we are looking at other companies to see if we can, and should, adopt a more formal model. We need to assess whether this would positively encourage more of the team to take part or whether they would feel less control and more pressure - which may have a negative impact. Perhaps we can find a halfway solution which would benefit everyone. RRA Associate Oliver Smith shares his experience of running a voluntary workshop at Hereford and Ludlow College. Ludlow Sixth Form College Oliver says: " I vividly remember the excitement and uncertainty I felt during my own college days, and now, being in a position to share my knowledge and experience with the next generation feels incredibly rewarding. Helping these aspiring architecture students discover their passion and guiding them towards a fulfilling career path is an opportunity I couldn't pass up. Seeing their eyes light up with enthusiasm and knowing that I can make a positive impact on their journey is truly rewarding. It's a way of giving back and inspiring others to pursue their dreams in architecture, just as I did. As they say: 'When you teach, you learn twice,' and being part of this process feels like coming full circle, enriching both their lives and mine." Hannah Day, Head of Visual Arts, Media and Film, Ludlow Sixth Form College explains how Oliver has helped them through his volunteering role: ‘‘Oliver has visited the Visual Arts, Media and Film departments Careers Day twice. On both occasions he talked about his route from college, through university and into work as an architect. This was particularly helpful in showing students how they too can move from where they are now into any number of exciting areas of work. It was particularly helpful as he attended Ludlow Sixth Form College himself and so was in their position only a few years before. As well as his talk, he offered a practical task, asking students to come up with design solutions for a real brief he had been given. Some students considered the brief in practical ways while others went down a flight of fancy. Both approaches allowed students to explore building design problems and solutions but in diverse ways. He has also been generous in offering feedback and support for students applying for university. As we see more students interested in architecture in our current year one this offer of help will be instrumental in placing students into their first-choice universities.” www.rraarchitects.com www.hlnsc.ac.uk

Located in the heart of Cheltenham and covering Gloucestershire, Hooray Works is an independent award-winning, ethical recruitment agency. They are passionate about making a positive impact on people and believe strongly that businesses can be a force for good for the community. Richard Arthur, Managing Director, explains why they support local charities through employer supported volunteering: “We enjoy seeing the positive impact of matching the right people with the right organisations; benefiting individuals and communities, as well as businesses and the local economy. This extends further as we offer our team opportunities to support local charitable organisations which positively contributes to our local community and economy. We encourage all staff to get involved with the local community and charitable causes. Any staff who wants to get involved in these types of activities can book up to 4 volunteering days in each calendar year. That’s a total of 80 days of volunteering for the team! So far, we have supported many different charities from helping transform the sensory garden for James Hopkins Trust to raising £3,500 for the Pied Piper Appeal. We are aware that the running of our business will, in many ways, affect our place of work, the community and the wider environment in which we operate. We believe that the way we run our business can and should make a positive difference in these areas and we aim to ensure that continued efforts are made to achieve that. Giving back has always been important to me and I always set out to run a purpose led business. To me, considered volunteering not only helps the charity, but also with employee engagement so it’s a no brainer! As Hooray grows, we will naturally provide more volunteering hours, and as our presence and brand develop, we hope this gives the charities we support a higher platform and therefore enable them to raise more funds.” One of the Hooray Works team, Alice Duffy, Recruitment Consultant used some of her volunteering days to support the Spear Programme in Cheltenham. This is a free national programme set up by a the Resurgo Trust and run in Cheltenham by Trinity which helps unemployed young people facing barriers to employment into work or education. Alice explains how she became involved and what is meant to her: ‘ I participated in the Spear program conducting mock interviews with people aged 16-24 that were looking to get into their first full time role following a difficult situation. The group was a real mixture of individuals, including people that had severe anxiety, autism or other neurodivergent conditions, individuals that had gone through the loss of a parent or both parents, young carers and more. The Spear program is fantastic and you could really tell that the individuals in the team had helped to build the individuals’ confidence over the short period they’d spent together, so it was great to hear from the group leaders about how much they had grown into themselves. We conducted mock job interviews, asking them questions like “why do you want to work in this industry”, “what questions do you have for an employer”, “what would you describe as your strengths and weaknesses”. It was really heart-warming to see how passionate the individuals became once we started to ask them about their background and what made them want to get into a full-time job and how they are keen to transform their lives. We gave guidance on how to improve their answers, but a lot of the time the individuals were well prepared and went well beyond our expectations! The Spear program was very rewarding in the sense that I felt like I’d made a real difference to these individuals’ lives. It gave me a better insight into how people can be impacted by life events or conditions that they’ve had no control over, and made me realise that it’s important to be compassionate towards candidates that I deal with daily. It was a fantastic experience, and I would recommend everyone at Hooray gives it a go at least once”. Chris Wagstaff from Trinity helps to lead the Spear programme in Cheltenham. 'The help from members of the Hooray team during our Mock Interviews has been invaluable. Being a pre-employment programme, having professionals within the recruitment industry means our young people receive a real insight into employment, top tips and general encouragement meaning they always walk away feeling inspired and equipped for the working world .' www.hoorayworks.co.uk www.resurgo.org.uk

The Forest of Dean District Council is part of Publica, a unique not-for-profit partnership of four councils delivering more locally by working together. The councils work together through Publica to share skills and resources which enables them to deliver more for local communities, residents and businesses. As part of their employee benefits offer, all Publica staff are given two days a year where they can use work time for volunteering, either as an individual or as part of a team, to help some of the great local charities and community groups running across their districts. Lena Maller, Community Delivery Lead for the FoDDC says: ‘Employer supported volunteering (ESV) is really important and really powerful. It's part of our way of giving a bit more back to our communities.’ Lena and her colleagues at the Forest of Dean District Council work closely with a local charity, Forest Voluntary Action Forum (FVAF) and their volunteer coordinator Deb Cook, plus their local community builders to identify and deliver ESV in a way that best supports their local community. In June, colleagues from the Community Wellbeing Team based in Coleford got together to redecorate the Youth Club in Blakeney. Thanks to the relationship that Lena and her colleagues have with FVAf they knew that the club was in need of some volunteering help. Using their paid time off for volunteering, they redecorated the whole youth club building which hadn’t been done for many years. Charis Simpson , Community Builder said, “The building was looking very dirty. Like many projects, the youth club stopped in Covid and is just getting back up and running now, the number of attendees is slowly increasing. Now the club has a fresh lick of paint, it will hopefully bring more people in and help the young people to feel valued, as well as the amazing volunteers who keep it going. We all had a great day transforming the youth club, and it brought us a real feeling of accomplishment. It was really good to have a break from our usual roles to get together as a team and make a difference.” Emma Nice , Community Support Officer, said, “I really enjoyed it! It was great to be away from my laptop, spend time with the team and feel like I’ve made a real positive impact!” Chris Fordham, Trustee of Blakeney Youth Club, said , “I want to say a massive thank you on behalf of the youth club and the whole community for the work that the team carried out this week. We are so grateful for all the hard work you put in and the results have been really warmly received on social media. We're really looking forward to seeing what the kids make of it this week. We still can't believe how great it looks!” www.publicagroup.uk www.blakeneyyouthgroup.org.uk www.fvaf.org.uk

SLG Brands is a design-led international beauty brand company based in Cheltenham, designing and distributing some of the high street’s most fashionable beauty and male grooming brands. With a clear commitment to continually developing and evolving their approach to ESG (Environmental, Social and Governance) to achieve their long term ambitions in this area, they have established a corporate volunteering initiative with 80% of their employees taking up the opportunity to devote a day to one of their charitable partners in 2022. In addition they have supported with design and creative time in their in-house studio, management skills exchange and mentoring, use of their offices for hosting events and donations to 85 local causes across the last 5 years totalling in excess of £100,000. Susan Hutchings, Director at SLG Brands explains why this is so important: At SLG Brands we are passionate about supporting our local community. By giving our employees the opportunity to volunteer with one of our carefully chosen local charities - Cheltenham Open Door, CCP (Caring for Communities & People) and Cheltenham Animal Shelter – we recognise that investing in our community not only nurtures the places we live and work in, but creates an amazing spirit of unity within our business. The enthusiasm from everyone is testament to the values we uphold and provides a connection between our employees and the very fabric of our local community, and is something we certainly want to continue to develop in the future” SLG Brands team members share their thoughts on their time spent volunteering: “It was a privilege to help with the CCP Hamper Scamper appeal last Christmas. Not only was it a fun team day out (dressed in our best Christmas kitsch jumpers!) but it was an eye opening and humbling experience to see all the support CCP give to our local community.” - Sarah Dorey “The R&D team were fortunate enough to have an opportunity to improve an outdoor space for the CCP Charity. It was an incredibly rewarding experience and we're all very pleased that the residents now have a floral garden to enjoy.” Carrie Wong “Volunteering at Cheltenham Animal Shelter was such a valuable experience. Not only did we get the chance to make a positive impact on the lives of vulnerable animals, it was a great opportunity for our team to work together outside of our regular working day. I’m proud to be part of a company that supports and encourages charitable efforts; and was a heart-warming reminder of the joy animals can bring.” – Tim Zygmunt www.slgbrands.com

Step 1: Create a personal profile Before creating your organisational profile you must create a personal profile, as it needs to be linked to an individual. This will enable you to manage your organisations profile. To create your personal profile, register by clicking on the "Create account" button on the top right of the homepage. Step 2: Create an organisation profile After creating your personal profile, you can now create an organisation page. 1. Click on your circular profile icon on the top right of the homepage; 2. Then click on "Create Organisation". Here’s the instructions, and some handy tips, on how to create the best possible profile page: Name organisation Enter the name of your organisation. Link This is the link to your organisation’s final page on Go Volunteer Glos - it will be generated automatically … you don't have to change anything. You can then use the link to the profile page as part of your organisations’ promotional/marketing work, sharing on social media etc. Address organisation If you organisation has a single site – please enter this address. If your organisation has multiple sites – you will need to select a single address. Alternatively, you can create locality specific organisational profiles and then have an address per profile (e.g. a ‘Gloucester Office’). For more help with this, please do contact [email protected] Website If you have a website for your organisation, you can add it to your Go Volunteer Glos profile by providing the URL (i.e. full web address). We will then make the website address visible on your organisational profile for everyone to see. Type of organisation Select from the drop-down menu provided how you would like your organisation to be identified. About us Here you can write information about your organisation's mission, what kind of activities you undertake and why, and any other things that are important for all your volunteers to know. This can help volunteers understand your cause and generate interest in your opportunities. This information will appear at the bottom of any opportunities posted. Logo You need to upload your organisation's logo – it’s required to complete the organisational profile form. Choose an image in the highest possible resolution that will look best on your page and in .jpg or .png format. If you do not have a logo, please feel free to contact Emma at [email protected] who can help with ideas. Cover picture This is a larger image that represents the work that you do. To attract new volunteers, it’s vital to choose something eye catching. For example, a photo of your team or the target group you are working for as an organisation. This photo will be displayed on your organisation page and on your ‘opportunity’ pages if you haven’t added a specific photo for each opportunity. Organisation category Select a maximum of three categories or themes that best reflect the work of your organisation. Try to be as specific as possible so that volunteers clearly know what your organisation stands for. These will help potential volunteers find your organisation when they are selecting different activities and causes from the search filters. We recognise that some organisations need to have more than three categories. We are in discussion with the website developer to extend the number of categories that can be chosen, and hope this will be available soon. Step 3: Approving your organisation / Why does my organisation need to be approved and how long does it take? After you have created your organisation, we will approve it as soon as possible (we aim for this to be done within three working days) so you can start recruiting volunteers. The approval of your organisation serves to check that the quality of the platform and those organisations advertising their volunteering opportunities is guaranteed. Emma Snell, Go Volunteer Glos Manager May 2022

Getting new volunteers on board is an exciting, yet can be challenging, task. To turn clicks into volunteers you have to start off with an appealing opportunity. Here are three powerful tips that will help you stand out! 1) Come Up with a Captivating Title First impressions are everything, you need to capture people’s attention. Use your title to describe, in a few words, what the volunteer will be doing. Be sure to keep it around 6 words or 40 characters, as only a portion will be shown in the opportunity overview. Do: · Clearly state the position or activity the volunteer will be engaging in (e.g. ‘Event coordinator at homeless shelter ' or 'Help develop a marketing strategy' ) · Try to emotionally connect people to your cause (e.g. ‘ Donate blood and save lives!’ ) Don't: · Use vague or one-worded titles ( e.g. ‘volunteer', ‘coordinator’ or ‘employee’ ) · Include dates in the title, except if the activity or event takes place on a particular date – if so, add this in brackets and remember to categorise it as an event · Include the organisation's name, as it will already be shown under the title of the opportunity 2) Pick an Attractive Cover Image Before picking a cover image think about the cause you stand for or the subject of the event. The right image will do an excellent job to spark the viewers’ interest. The quality of the image needs to be the highest resolution possible and in .jpg or .png file format. If you cannot find the right image in your archives or find one of sufficient quality, you could use these stock image websites: unsplash.com pikwizard.com or pexels.com Do · Use images that illustrate what your cause or activity is about – it is likely that this is what will make the difference for some people in deciding whether or not they view your vacancy · If using people in an image/photo, make sure the image/photo is appropriate to the message you’re trying to convey, for example if it’s a holiday play activity make sure the participants look happy! · Ensure you have permission to use the image Don’t: · Use logos or text as your cover photo · Settle for low quality or irrelevant photos. We know quality images portraying a specific activity may be hard to find so you may choose to communicate the cause you stand for instead · Use the same image for every type of vacancy or event 3) Write a Comprehensive Description Congratulations, you have now grabbed a potential volunteer’s interest! All that is left to do is specify what you’ll be expecting from them and the impact they will make. The description should include both an overview of the role or deed and the qualities you look for in a volunteer. Try to keep it between 5-8 lines. We have developed an easy structure for you to follow: 1 – Explain in detail - A) What the role or activity entails. Use examples (e .g. “Looking for xxx to do yyy”) ( e.g. “Activities include …”) Try and use dynamic words to generate enthusiasm ( e.g. “exciting”, “fun”, “fulfilling” ). B) How the volunteers will be making a difference or how they can benefit from doing the activity ( e.g. “Benefits include … you are contributing to a day they will never forget“) 2 - Describe your ideal volunteer - It’s ok to be specific about what you seek in a volunteer, just make sure you clarify which things are required and which are 'nice to have' (e.g. “ You will have to be available…” or “ It would be great if you have some experience with... ”). Don’t · Include detail about your organisation, as this will be included in your organisational profile · Write just one sentence. Good luck! We have also written a 'Volunteering Opportunities Checklist' as the essential step by step guide to take you through the whole process. If you have any questions or would like more support in writing your opportunities, we’d be delighted to help - contact [email protected] or on 01242 858944 Emma Snell, Go Volunteer Glos Manager With help from our friends at Spark a Change Somerset May 2022

If you ask a random selection of people why they volunteer they will give a huge variety of reasons. Each of us has our own personal motivation for getting involved. Volunteers want to support or have an impact on: · a cause they are interested in and/or something that has affected them or a loved one; · their community; and/or · the world around them. A common theme is that people want to feel they are making a difference and that the time they give is both valuable and valued. So, when organisations, charities and community groups are looking for volunteers, we should talk to them about why they do what they do; tell them what difference your organisation makes and how the volunteer can be part of a change for the better. Of course, people will still want to volunteer for other good reasons, including: learning new skills and knowledge; making friends; having fun; increasing job opportunities; doing something challenging/new. As was highlighted through our recent survey that had over 1200 people responding, some of things they told us included – “Supporting other people is one of the most rewarding experiences of my life” “I meet a lot of people and it keeps me active!” “It works both ways; I get to make a lot of friends too!” “Volunteering puts things into perspective when I feel sorry for myself” “Everyone should give something back … you only have to do something small to have a positive impact” So, let's remember to tell people all the brilliant and wonderful things that volunteering can do for both themselves and the people/causes they are helping! Emma Snell, Go Volunteer Glos Manager With help from our friends at Spark a Change Somerset May 2022

During 2020/21, a year-long county-wide engagement exercise took place to understand the volunteering landscape across Gloucestershire. This involved volunteers themselves, VCSE organisations, health, local government, police and fire, and employers and employees. Many thousands of responses were received through surveys, structured interviews and focus groups. Based on this feedback, a ‘good practice guide’ was produced (see below) on what makes a good volunteering experience. It is hoped this information will be useful to organisations recruiting volunteers, recognising that many will already be doing some of these things, if not all, already. The feedback is set out under four thematic steps: FOUNDATIONAL WORK/LAYING THE FOUNDATIONS § Acknowledge that often the volunteer (especially those in more formal volunteering roles) will need similar support to a member of staff - onboarding, induction, role descriptions and management. At the same time, it is vital to recognise they are not members of staff and will often have different motivations that should be incorporated into volunteer support and acknowledgement systems, whilst still allowing for flexibility in the way individuals are supported; § Have a system in place that allows active discussion with individual volunteers to determine if they want to develop any new skills/experiences as a result of a specific volunteering opportunity; § Work to reduce bureaucracy where possible at all points across the whole recruitment and retention process; § There is a need to balance both safeguarding and health and safety requirements with a reduction in bureaucracy. Consider how to best protect potentially vulnerable people in need of help through the appropriate use of the DBS checks, whilst also minimising the risk of creating a barrier to volunteering through any unnecessary bureaucracy, along with the wider health and safety agenda; § Ensure as many paper-based processes are replicated and/or converted to digital methods as appropriate; § Have a good induction process in place (ideally involving existing volunteers and open days) that includes relevant and appropriate training (some of which may need to be bespoke to individuals), with ongoing training provided. Where appropriate, online media can be used to support the training process, for example using short videos; § Design new fast-track ways of volunteer induction/training, building on examples of existing good practice. This is especially important where volunteers are needed to provide emergency support; § Have clear supervision and support arrangements in place. Where possible, there should be a designated volunteer co-ordinator(s) who, in addition to being first port of call for all volunteer support needs, can lead the integration of each volunteer into the relevant team; this individual(s) could be a volunteer themselves. Working with the volunteer and the relevant team, the organisation must also think carefully how they can ensure the volunteer feels part of the wider team. Allocate funding to support good access to a person with dedicated time/responsibility to co-ordinate and work with the volunteers; § Have a well-managed multi-channel communication strategy in place, including digital (incorporating social media) and non-digital (e.g. the power of printed newsletters/leaflet drops, word of mouth). VOLUNTEER RECRUITMENT - PLANNING § Only recruit volunteers when a volunteering opportunity is definite and available recognising the potential adverse impact on volunteer motivation when their offer is not acknowledged or used; § Ensure role descriptions are clear and inclusive, flagging up any opportunities to use existing skills and/or develop new skills. Ensure that clear detailed information is provided about the role/responsibilities/tasks, the organisation, and any training required (what/where/when/why) prior to any commitment. Ideally there should be details provided for a contact person with whom the potential volunteer can contact or speak with to provide more details. Ensure volunteer roles and the expectations are well described; § Be clear about the time commitment , i.e. is the role looking for an adhoc or more regular commitment. VOLUNTEER RECRUITMENT – APPLICATION PROCESS § Design the application process to ensure it is as simple as possible, minimising bureaucracy and maximising use of technology, whilst also having a method for ensuring the process remains accessible to those who don't have access to/wish to go online. This process then needs to be clearly communicated to potential volunteers, along with expected timelines, including response times (even if it is a number of weeks away) and ensuring all applicants receive a response. It is important to give potential/new volunteers feedback even if their services aren't required either soon or ever; § Where possible, meeting existing volunteers and/or open days (or similar) for potential volunteers would help as part of the application process, supporting a good match between each volunteer and the organisation; § Ensure that any adverts for volunteers are closed/deleted/removed once the opportunity(s) is filled. ONGOING VOLUNTEER MANAGEMENT AND SUPPORT § Carefully consider how best to ensure volunteers feel (and are) acknowledged, valued and supported; these processes should be designed in partnership with the volunteers themselves to ensure the outcomes are meaningful. Organisations could work together to demonstrate appreciation of their volunteers, for example through engaging in the development of a county-wide recognition scheme; § Ensure there is regular communication and updates throughout the volunteering experience. Communicate with volunteers on a regular basis with relevant tailored communications, along with a structured process for ensuring two-way feedback can be given/provided. Volunteers should co-design these processes. Furthermore, the key partners should work together to best realise the benefits of social media, for example training on how to use social media as a tool for attracting new volunteers. The increasing use of social media to support a wide range of volunteering and community action-related activities has the ability to fundamentally change the face of volunteering by bringing many benefits, including the speed of response and communication, helping to raise the profile of volunteering itself and people in need of help, reaching new audiences, and supporting responding to emergencies etc. § Organisations recruiting volunteers should consider allocating each volunteer a mentor/buddy, at least for the early stages of their volunteering. Consider provision of mentors and/or buddies for new volunteers; § Provide peer support as well as team building activities; § Ensure volunteers have time/opportunities to feedback and work as equal partners so that the volunteers' experience and the environment within which they are volunteering can be continuously improved; § Ensure regular and timely information sharing with volunteers in a way that works best for them, for example through email newsletters. Jonathan Jeanes and Serena Jester Programme Consultants On behalf of the Enabling Active Communities and Individuals Board May 2022

Volunteering has changed dramatically over recent years, especially during the Covid-19 pandemic. From serving in a charity shop, helping to run a school event or creating a community garden, usually volunteering meant going somewhere to do something. However, today’s volunteers now often expect that volunteering is more flexible, including doing tasks remotely, donating their time and skills from home or wherever they happen to be! Instead of being present to volunteer in the “real world,” many people have found their place in the world of virtual volunteering. Why Volunteering from Home? Volunteering from home, also known as virtual volunteering, allows people to commit their time and services away from the physical site of an organisation, project, or campaign. Volunteering from home can be done on the internet via computer, tablet, or phone to provide their skilled services to support a cause that is important to them. In-person volunteers will always be in demand, but we’ve seen a huge shift towards people’s interest in volunteering from home. People and organisations have become much more comfortable working remotely. The internet allows us to do so much more in less time and our skills are no longer limited by our geographical location, with skill sets developing directly from society's increasing use of technology. Because of that, volunteering is no longer limited to just in-person attendance. For the volunteer, volunteering from home can mean: More opportunities to volunteer for multiple causes and organisations More time to volunteer Flexibility in scheduling, location, and level of involvement, thereby fitting around other commitments A unique outlet for skills or passions that aren’t met by in-person volunteering More positions for disabled or remote volunteers Fulfilling education or career volunteer milestones. For an organisation, or cause, volunteering from home often provides: More volunteer positions that cover more tasks and skills Increased access to more qualified volunteers, as well as a potentially larger pool of volunteers More ways to save money on operating costs An easier way to access more data for your organisation Professional-level communications, branding, and outreach Opportunities to grow and broaden your impact. How Can We Make It Work? Like any volunteering initiative, you need to think about it before leaping in. In lots of ways, there is no real difference between traditional volunteering and volunteering from home: you still need the same infrastructure that you create for regular volunteers. You need training, a volunteer coordinator, recruitment strategies, and regular communication and engagement with your volunteers. Look for those tasks in your organisation that can be done online. There are likely to be many of your normal tasks that can be converted to online work. Also, think creatively, and see if there are other ways to use volunteers from home; Check out what other organisations might be doing to get ideas; Make sure you have software for remote work. Not all volunteering from home opportunities need sophisticated equipment. For instance, you might ask a volunteer to track something, such as bird sightings, or do searches online for resources. They can use free, simple and readily available tools; Take your volunteer applications online and/or your interviews, using software such as Zoom or Skype; Be clear with people about what equipment and services they need when volunteering from home. Most projects at a minimum will require a computer or tablet or smartphone, as well as a secure and robust internet connection; Think about how their volunteering hours and work can be recorded – how can they let you know when a task is complete?; How will you communicate with your volunteers? Sometimes, remote volunteer communication can be hard. How can they contact people when they need help? Here are some examples of volunteering from home: Website design or support; Data entry; Fundraising phone calls, emails and outreach; Email marketing or management; Social media promotion and management; Copywriting, blogging, or editing; Graphic design or photography; Marketing or branding assistance; Video creation; Virtual assistance, staff support; Accountancy or book-keeping; Tutoring or mentoring. Of course, this is just a small sample of all the possible volunteering from home tasks a person could provide. Each organisation has a different approach, so there will be unique ways for volunteers to support each charity remotely. Emma Snell, Go Volunteer Glos Manager With help from our friends at Spark a Change Somerset May 2022

Simon, known as ‘Woody Simon’, has been volunteering with ARK at Egwood CIC for about 2 years. Having spent 40 years working behind a desk, he now spends time in the natural environment, and for him, the experience has been profound. Read his motivational story. “Having worked all my life in the aerospace industry, I was coming up to retirement and looking for a challenge. My friend Jackie, the volunteer coordinator at ARK, was looking for volunteers. Perfect! I could finally get away from my desk, be outdoors and do something physically challenging. Most importantly, I could help others whilst also being able to express myself in the work I did there. “I met Nigel and the team at ARK, heard about their backgrounds and experiences and their ambition for their ‘big field’. Their focus and enthusiasm made me buy into the project straight away. “Every day at ARK is a learning day, gaining new skills and techniques from people of many different backgrounds and areas of expertise. You also learn how best to help and develop people with different needs to yourself. It works both ways; I give to them, and they give great things back to me. It couldn’t be simpler or more rewarding. "It works both ways; I give to them, and they give great things back to me. It couldn’t be simpler or more rewarding." “For example, one guy wanted to try wood carving, so I helped him to carve a wooden spoon. He persevered all day and was so happy to take home not only a physical object, the spoon, but also new skills and respect. You don’t just go to ARK to ‘do’ an activity. You go to engage with the people and the place, to relax in the environment, to achieve something and to take something away. That applies to everybody there. “One of my proudest achievements is helping to create a woodland craft facility in a clearing in the 2-acre Beech wood. I’ve developed old world woodcrafts facilities that respect their environment whilst creating a festival style seating area where people can come and work, learn or simply sit and relax in the nature around them. “I have been desk bound for most of my working life. So suddenly being outdoors and free, lifting, dragging and pushing things around has improved my physical health enormously. Mentally, the benefits of being outdoors in a beautiful environment just cannot be overstated whilst nature’s ever-changing face never lets you take the place for granted. The biggest buzz, however, comes from going home knowing that you have helped others in no matter how small a way. "Mentally, the benefits of being outdoors in a beautiful environment just cannot be overstated." “To anyone thinking of volunteering I would say come with your enthusiasm, an open mind and an open heart and that’s how you’ll get the most out of it.” Nigel Bell, who is responsible for developing ARK commented, "Simon and the other ARK volunteers are what helps to provide the socially engaging environment we strive to achieve. Without people like Simon, ARK would not be what it is, and we would not be doing the great work that we are. “Simon is testament to the mental and physical benefits of spending time at ARK". If Simon's story has inspired you to get involved in volunteering, click on the link below.

Alex regularly spends time in the volunteering in nature, and for him the experience has been life-changing. Read his inspirational story. Alex, now 24 years of age, had suffered severely with his mental health since the age of 17 and had been hospitalised several times with multiple diagnoses, none of which seemed to be quite right. Aged 22, he was living in London, working 9-5 in an office which made him miserable and so early in 2019 he decided to go travelling to Australia. During this time, his mental health took a turn for the worse and he ended up being sectioned. With no family or support network around him he ended up severely anxious and depressed. He returned from Australia later that year, still struggling severely with his mental health, bed-ridden and with suicidal thoughts. Soon after his return, he was researching local organisations that might be able to help him and came across ARK at Egwood . Acts of Random Kindness (ARK), is a land-based day facility in South Somerset comprising 12 acres of land, woodland, communal buildings and animals which offers a range of activities, experiences and support services to improve health and wellbeing. He had a consultation with Simon, ARK’s Director of Operations, who took him under his wing. ARK, who tailor their support to the individual and what they want to do, created a bespoke programme for Alex which included horticulture, woodwork and looking after animals. “I started volunteering twice a week at ARK. I’d never come across an organisation like them before or seen such a deep level of care and commitment towards their goal. What I love about ARK is that they are small and much more approachable than a larger organisation which is good for someone who struggles with their mental health and anxiety. “I started volunteering twice a week at ARK. I’d never come across an organisation like them before or seen such a deep level of care and commitment towards their goal ." “One of the key messages of the ARK is empowerment and so they tailor support around you so that you’re more empowered. It’s an amazing organisation. “I expressed an interest in woodwork which I hadn’t done since studying GCSE Design & Technology. So, Simon asked me to make a bin. “Just do what you want”, he said, and it turned out really well. Simon always says that it’s not about the end product but how you get there. It doesn’t matter how it looks, it’s the process, being mindful of what you do and being in the moment. “You’ve got to work it out for yourself and use your own intuition. Simon’s there to help if you need it but he gives you the autonomy and power to problem solve yourself which is really important because ultimately, you’re the person in charge of your own recovery, no-one else is. “Simon is such a kind soul. He helped me to find a voluntary role working in mental health. I now work in mental health full time and I absolutely love it! He told he that I had something about me that would make me excel at my job and that I'd go really far, which made me cry. Alex, who now works as a mental health worker in a complex mental health supported living facility, explains, “It’s an incredibly challenging job and very emotionally demanding. I was worried that I wouldn’t be able to handle it and that my own PTSD might crop up but ARK had rebuilt me from the ground up. They gave me my confidence back and the foundations I needed. Simon always believed in me. “My mental health was like being in a storm but just because there’s a dark cloud it doesn’t mean that there isn’t blue sky above. If you’re patient and wait for the storm to pass, the blue sky will return. “Simon really cares about his organisation and the people it supports. He said “there is light at the end of the tunnel, and you will be fine”. I didn’t believe it at the time but I’m through that now and I am absolutely fine! So, if you are thinking about reaching out to an organisation like ARK please, just do it! "If you are thinking about reaching out to an organisation like ARK please, just do it!" Simon, ARK’s Director of Operations added; "At ARK we aim to provide an environment where each individual has the opportunity to find space both physically and mentally, without pressure or expectation. Given the chance to take stock, reset and build back confidence, positive changes can be made in how we see ourselves and in our approach to overcoming problems we may face. Alex is a great example of someone who, when given the opportunity, embraced it and rediscovered the strength of character, determination and personal skills that could be seen by those around him but he had lost sight of along the way." If Alex's story has inspired you to get involved in volunteering, click on the link below.

" Volunteering has definitely improved my wellbeing and helped me keep a positive mindset during lockdown " Guest blogger, Megan Cave, shares her volunteering story. Since graduating from university in the middle of the pandemic and not being able to work my normal job in hospitality, I found I had plenty of free time which I wanted to put to good use and help make a difference in these strange and difficult circumstances. When I saw the vaccination centre volunteer advert back in January I thought it would be the perfect opportunity to offer my time, and that it would allow me to get out of the house for a few hours, take my mind off all the negativity surrounding lockdown, and get involved in something really positive and important. From day one at the vaccination centre at Taunton Racecourse I have been made to feel so welcome, from the security outside to the medical staff inside. Even just a simple smile and wave when driving into the car park can make you feel like a valued member of the team. Volunteering at the vaccination centre is so rewarding. Welcoming people to the racecourse and then seeing them leave, so happy and relieved to have had their vaccination, gives me a real sense of achievement. It is a very positive feeling knowing you are helping people get some sort of normality back into their lives. Sometimes just a simple chat from a distance can make someone’s day, and it certainly makes my day every time I volunteer! Volunteering has definitely improved my wellbeing and helped me keep a positive mindset during lockdown, it's given me something good to focus on and made me realise that I really am making a difference to so many people's lives! If Megan's story has inspired you to get involved in volunteering, click on the link below.