South to South Volunteering. The Case of VSO Jitolee

Transcription

1 South to South Volunteering The Case of VSO Jitolee

2 The Beginnings In the late 1990 s VSO made a commitment to pilot programmes for South-South volunteering having acknowledged that the skills were available and the level of interest in this type of opportunity was high. Extensive investigation by VSO staff resulted in the 1999 decision to run two-year pilot schemes, starting with recruitment in Kenya first, followed within months by a pilot in The Philippines.

3 The South-South Pilot in Kenya The purpose of the initiative was clearly articulated as increasing the impact of VSO s work by: 1. Generating access to a supply of volunteers with direct, relevant experience of development work. 2. Giving individuals and organizations in the South access to the unique human resource development opportunities involved in trans-national volunteering. 3. Promoting volunteerism and the development of national volunteer sending agencies in countries of the South. The inaugural volunteers were recruited and posted in Since that time, recruitment has expanded to Ugandaa. The programme is now fully integrated into VSO s work.

4 Learning from the Pilot A learning review conducted in 2001 to evaluate the pilot was overwhelmingly positive about southern recruitment. The review found clear indications that the initiative was meeting the first two purposes of the pilot: accessing volunteers with relevant experience and providing individuals and organizations in the South access to the unique human resource development opportunities involved in transnational volunteering. Included in the review were testimonials from employers who felt that southern volunteers offered a different perspective and had a unique and valuable contribution to make.

5 Challenges/Risks along the way These findings helped address and challenge some of the initial obstacles and perceptions that the pilot had encountered in the beginning e.g. Volunteers being rejected by employers who felt that Kenyan volunteers had nothing to offer; given that they were coming from another developing country. Lack of a buy-in from the VIO sector Southern volunteers would be motivated to volunteer for reasons that were inconsistent with VSO values.

6 Challenges/Risks (contd.) One of the main reservations about southern volunteering that was identified in the original research was the concern that VSO might be contributing to brain drain in the volunteers home countries. Most placements were for two years so Kenyan volunteers would be out of the workforce for at least that period of time. Of greater concern was the possibility that a significant number of them might decide not to return home at the end of their volunteer commitment. Other organizations that had been involved in recruitment of volunteers from the south had not carried out a systemic review to follow up whether their volunteers did return home.

7 Challenges/Risks (contd.) This gap in knowledge perpetuated the concern that VSO may face criticism within the international development community even without empirical evidence to substantiate whether this perception of brain drain was a reality. To address this issue, monitoring indicators for human resources development in the original Logical Framework of the pilot were identified as the proportions of volunteers who stayed in the South; returned to their home country; returned to the same employer; and returned to development work.

8 1.Professional Motivations Source - Returning Home: The Impact of International Volunteering on Kenyan Civil Society A report By Laura Popazzi October, Percentage To share skills Very motivated to do community work at grassroots level Opportunity to contribute to development in another country Wanted to bring skills back to Kenya International work experience Opportunity to learn new skills Motivated by experience of working/knowing VSO volunteers in Kenya Wanted to move into development as a career Wanted to go out and see how other people were tackling their development issues Professional Reasons

9 2. Personal Motivations Percentage Opportunity to visit another country Wanted a change Time to retire but wanted to make a contribution To help people and do something for others Wanted to meet new people Wanted some adventure Wanted to know what volunteering was all about Personal Reasons

10 Looking at Impact and Benefit The contribution and impact that Southern VSO volunteers make whilst in their placements to their partner organisations and poor and disadvantaged people is well documented through existing reporting structures. There is also evidence that the volunteers benefit both personally and professionally from the international placement. What is perhaps less certain is what happens next. There is overwhelming evidence that the experience of international volunteers from the South also contributes to national development in their home countries.

11 Personal Learning from Placement Pe rce nta ge Opportunity to travel Personally fulfilling/ enriching experience I am more patient and tolerant Built my confidence to face challenges Changed my perspective Made friends Exposure to new people and new cultures Personal Factors

12 Professional Learning from the Placement Percentage Learnt new skills which I can apply in my profession Feel I could now work anywhere with anyone Came to the conclusion that anything can be done Became more competitive in the job market Helped me focus on what I want to do - work in development Helped me to be more objective Made me want to go back to learn more - study in development Professional Factors

13 Conclusions Southern volunteer s return home with skills, experience and knowledge that enhance their contribution to development in Kenya. Returned volunteers continue to make a development intervention linked to their volunteering experience ensuring long-term benefits to their home country and to their own personal and professional growth. South to South is the future of Volunteering Diaspora Volunteering, regional South to South initiatives, National Volunteering etc A Good profile for VSO recognition and support by government and other key stakeholders.

14 Conclusions An effective Platform to advocate and raise the profile of the value of volunteering. VIOs should be encouraged by this confirmation of the longterm value of the southern volunteering programmes. South-South volunteering also illustrates the benefits of this model that brings about long-term development impact and the creation of global understanding and citizenry. Provides a good understanding of the development context of the south.