Building age diversity into volunteerism

Volunteers of all ages

How age diverse is your volunteer program?

I have often written about the value of having a team that brings a wide range of differing world views. It’s vital to ensuring your program is effective at meeting the needs of your organization and the cause that it was created to support.

There are many different ways to bring diversity into your program—gender, ethnicity, physical and mental ability, etc. One of those ways is also age diversity.

(Warning: I make some massive generalizations) I understand there are always exceptions to every rule– sometimes tons of exceptions. That said, generalizations can be useful as a starting point to growth or change. Just don’t get tied down by them.

Good leaders of volunteers make a special effort to match volunteers with roles and tasks that suit their skills and interests. When working with different age groups, having an understanding of what (on average) their passions, barriers, habits and skill levels are can help a leader fit a particular volunteer into a role with a greater likelihood of success.

To that end, I’ve broken the different age categories down into four groups and highlighted the attributes that may be found in each. I’ve also given a few tips on how to harness their abilities and mitigate any barriers.

Generation Y and younger (28 years old and under)
Full of energy and deeply passionate, this group cares about making a difference. They are often highly motivated to gain hands-on experience that will help build their résumés. They’re socially driven, often connected through digital networks. They want to see the impact of their efforts right away. That eagerness, though, is often matched by a short attention span – there are just so many causes calling their name. While they want guidance, they also want autonomy. They bring fresh ideas and creativity but can lose interest if they feel unheard.

Tips for working with Gen Y and younger volunteers:

• Offer short-term, high-impact opportunities where results are visible quickly.

• Include tasks that build skills or contribute to their career development.

• Encourage creativity and listen to their ideas.

• Keep communication quick and digital – think text over email.

Generation X and Millennials (29 to 55 years old)
This is a highly skilled and reliable group. They often juggle careers, family responsibilities, and maybe even caring for ageing parents. Time is their most limited resource, so they want to make sure they’re using it wisely. They’re not interested in busywork – they want to know their skills are being used well. Many also want their volunteer time to fit into their lifestyle, possibly even involving their family.

While this group can be a little cynical, they tend to be loyal once they’re engaged. They like to be trusted with decision-making responsibility and want to work with those who respect their time and expertise.

Tips for working with Gen X and Millennial volunteers:

• Create flexible roles that can be done outside of 9-to-5, or even remotely.

• Show exactly how their work connects to the mission.

• Skip the small stuff – give them meaningful tasks that use their professional skills.

• Offer family-friendly roles.

Babe Boomers (55 to 79 years old)
Most boomers are retired or semi-retired but still active. They are selective about what they commit to and prefer roles that feel worthwhile. They’re also experienced, and often have strong ideas about how things should be done. But they’re curious too – many are interested in learning something new or trying something different. While they often have the freedom to volunteer regularly, travel plans or other commitments can lead to gaps in their availability.

Tips for working with boomer volunteers:

• Offer opportunities that allow them to share their expertise or mentor others.

• Be open to their feedback and find ways to include them in decision-making.

• Be flexible if they need to step back temporarily.

• Highlight the value they bring, especially if they’re trying something new.

Matures (80 years old and over)
This group brings a deep commitment to causes they believe in. Once they’re engaged, they often stay with an organization for years. They like to do things they way they’ve always done them, so are less comfortable with change or unfamiliar technology. Some may face health or mobility challenges. Many enjoy the social aspect of volunteering. It’s not just about doing something meaningful – it’s also about being part of a community. Familiar routines and trusted relationships matter a great deal.

Tips for working with mature volunteers:

• Offer roles that are routine-based or don’t require fast-paced or physically demanding work.

• When possible, keep training in-person.

• Be patient instituting change and allow time for adjustment.

• Consider transportation or mobility support if needed.

There are some common elements between the groups.

Funny, isn’t it, how each of the groups want to do things in their own way? Their motivations for why may be different, but the desire is the same. It’s something that leaders of volunteers need to keep in mind. As much as possible, while keeping things safe, legal and focused on the mission, allow volunteers of every age group some autonomy in how their tasks are accomplished.

Another attribute they all have is the desire to see the impact of their efforts. Again, there may be differences in how and when that impact is presented to them but they all want to know. After all, people volunteer because they care about what you’re doing. Make sure they see the results of the time they’ve donated.

Over the years, I’ve heard a lot of complaining from people about volunteers from age groups other than their own. Younger people complain about the rigid thinking of “the old guard,” older people about the lack of commitment of “kids these days”. It’s sad.

We all have so much to learn from each other that if we, as leaders of volunteers, can arrange tasks to suit each group, everyone would see the strengths of the others rather than the weaknesses and the organisation as a whole will flourish.

This article is written by or on behalf of an outsourced columnist and does not necessarily reflect the views of Castanet.

Help! I volunteered and I can’t get out

Volunteers who feel trapped

Fulfillment is a powerful motivator for volunteers

Volunteer fulfillment

What keeps volunteers coming back? What makes them feel invested, dedicated and eager to contribute?

I believe the key lies in the power of volunteer fulfillment. While many factors influence volunteer engagement, it often comes down to how fulfilled people feel in their roles. When people feel a sense of achievement in their volunteer roles, they’re more dedicated, more motivated, and even experience better physical and mental health.

Such volunteers are also more productive and less likely to suffer burnout. It’s a win-win for both volunteers and the organizations they support. But how can organizations foster this sense of fulfillment?

Studies have confirmed a rather obvious insight—the more meaningful people find their work, the more fulfilled and engaged they become. (Did they really need to do a study to figure that out?)

I believe fulfillment is built on six key elements:

1. A cause that the volunteer finds important

2. Organizational programs that are fully aligned with the vision

3. Tasks that directly contribute to the cause

4. Training and resources to perform those tasks well

5. Regular acknowledgment of the impact the volunteer is making

6. Measurable progress toward the organization’s vision

Here’s an example from my own volunteering. I joined a local literacy program. As anyone who knows me can attest, I love reading and believe in the power of literacy (element 1), but I worried that my efforts – reading with children for an hour a week – wouldn’t really make that much of a difference.

I became more confident when the leader of volunteers showed me how my task directly impacted the organizational vision – all children in our community being able to read at or above their grade level.

The leader clearly outlined the organization’s mission—reducing illiteracy rates by providing early intervention (element 2). I learned how my weekly reading sessions fit into a broader strategy (element 3).

I was given appropriate books and other literacy tools, as well as ideas on how to help kids learn difficult words (element 4) and was shown appreciation every time I volunteered (element 5). Finally, the organization tracked their progress and over time, I was able to see the numbers of children reading below grade level shrink (element 6).

All of this gave me such a feeling of satisfaction and fulfillment, that I continued volunteering with the organiation until I moved to a different city.

Tasks must be meaningful if you want volunteer fulfillment. Volunteer fulfillment depends on tasks that directly contribute to the cause. Volunteers want to know that their efforts matter.

As I’ve often said, you need to draw a direct line between the task you are asking someone to do and the mission. If you can’t, ask yourself why it’s being done.

Take “David”, who signed up to help at a local food bank. Initially, he expected to pack boxes and stock shelves. But during his first shift, the volunteer coordinator took time to explain how the food bank worked, where the food came from, and how each item reached families in need. David also had the chance to distribute food directly to recipients.

Having an understanding of the bigger picture, and most especially having that direct connection with the clients, seeing the relief and gratitude on their faces, changed his role from being something that was “nice to do” to something that he became passionate about. His work wasn’t just “busywork”—it was directly supporting people in need. That sense of fulfillment kept him coming back week after week.

How do you create the right conditions for fulfillment?

For volunteers to feel fulfilled, organizations must set them up for success. That means providing the right resources, clear structures and a strong sense of purpose.

1. Provide resources – Training, mentoring, and constructive feedback help volunteers feel supported and prepared

2. Establish clear structures – Well-defined (and aligned!) roles, achievable goals, and organisational clarity reduce frustration and uncertainty

3. Emphasise meaning – Volunteers need to see the direct impact of their work. Cause-related goals and recognition efforts reinforce this connection

Measure and show impact

One of the most important aspects of volunteer fulfillment is knowing that the work matters. Volunteers thrive when they receive acknowledgment—not just in the form of thank-yous but in tangible evidence of their impact.

Tracking progress toward an organization’s ultimate vision is crucial. Whether it’s the number kids who can read or the number of salmon spawned, measurable outcomes help volunteers connect their efforts to real change. Celebrating these milestones keeps volunteers motivated and inspired.

Three questions that define engagement

Ultimately, fulfillment comes down to three key questions for volunteers:

• Is this role important to me?

• Does it give me a sense of accomplishment?

• Do I have what I need to succeed?

When organizations align volunteers with a cause, provide meaningful work and ensure they have the resources to succeed, the answer to all three questions becomes a resounding “yes”. When that happens, volunteer fulfillment happens with it and everyone benefits.

This article is written by or on behalf of an outsourced columnist and does not necessarily reflect the views of Castanet.

The benefits of non-custodial parents volunteering with their kids

Families volunteer together

Last week I watched a recording of a keynote speech by the late Susan J. Ellis, volunteer advocate extraordinaire, pulled from the Susan J. Ellis Foundation’s archives.

It was recorded in 1992. It blew my mind how insightful her comments around volunteerism and volunteers were and how completely relevant they still are.

Out of the large number of ideas and suggestions she touched on, one especially stood out for me, as I’d never heard it discussed before. That was the benefits for non-custodial parents of volunteering with their kids.

It's always a benefit when families volunteer together. For non-custodial parents, though, time spent with their kids is extra precious. Every visit, every conversation and every shared experience matters. While visits tend to revolve around fun outings, there’s one activity that can strengthen bonds in a much more powerful way—volunteering together. Giving back as a team creates lasting memories, teaches important values, and strengthens relationships.

Quality time with purpose

Non-custodial parents face the challenge of making limited time count. Volunteering together shifts the focus from simply “doing stuff” to making a difference. It provides a shared goal and a sense of accomplishment. Whether it's serving meals at a shelter, helping at an animal rescue, or cleaning up a park, these experiences create moments of connection and teamwork that go beyond typical outings.

Unlike movies or video games, volunteering encourages interaction, conversation, and collaboration. It’s an opportunity to work side by side, share thoughts, and support each other—all while making a positive impact.

Creating meaningful memories

Kids won’t remember every gift they receive but they do remember experiences that make them feel valued and connected. Volunteering can become a tradition that both parents and children look forward to. The act of working together toward a common cause builds a sense of togetherness that lasts far beyond the time spent at a volunteer site.

Demonstrating empathy and responsibility

Volunteering is a powerful way to teach kids (and remind ourselves) about kindness, responsibility and the importance of giving back. Seeing a parent model compassion and responsibility reinforces those values in a way that words alone can’t. It also increases the respect that the kids feel toward that parent.

For non-custodial parents, it is an opportunity to be a role model in a completely different setting. It allows them to demonstrate the kind of person they are, and they hope their children will become—people who care for others, take action and contributes to their community in a meaningful way.

Providing a neutral, positive environment

For many families, custody arrangements come with significant emotional landmines. Volunteering offers a neutral ground where the focus is on something positive rather than shaky family dynamics. It’s an activity free from pressure, allowing both parent and child to relax and enjoy time together.

That can be especially valuable for older kids and teens, who might sometimes struggle with poor communication skills and feelings of resentment. Working side by side on a volunteer project creates natural opportunities for connection without forced conversations or awkwardness. It allows parents and kids to engage in a meaningful activity without the pressure of feeling like they need to find something to fill every moment.

Building stronger parent-child relationships

Most of all, spending time together in a volunteer setting strengthens bonds in ways that more common activities don’t. It encourages meaningful conversation and makes it easier to get to know each other on a deeper level. By parents and kids discussing what they learned, the people they met or how they felt about the experience, they build trust and understanding, deepening their relationship over time.

It also helps create a sense of teamwork. Many non-custodial parents struggle with feeling like an outsider in their child’s daily life. Volunteering together fosters a feeling of partnership, reinforcing that they are still a family, even if they don’t live under the same roof. That can be especially beneficial for kids navigating changes in their family structure, giving them a sense of stability and purpose.

Time well spent—together

We all know that, at its core, volunteering is about giving.

For non-custodial parents, it can also be about building a strong relationship with their child. It’s about building real connections, finding a shared purpose, and creating meaningful memories.

Time spent volunteering together reinforces that essential bond between parent and child, strengthening their relationship and having experiences that will be cherished for years to come.

This article is written by or on behalf of an outsourced columnist and does not necessarily reflect the views of Castanet.