Volunteering can create opportunities to contribute, learn skills, meet people and participate more actively in community life. But not everyone has the same access to those opportunities.

Application procedures, inaccessible buildings, rigid schedules, transport costs, language, digital barriers, assumptions about people’s abilities and an unwelcoming organisational culture can all make volunteering harder to access.

Inclusive volunteering means identifying those barriers and considering what can reasonably be changed so that people with different backgrounds, abilities, circumstances and support needs have a fair opportunity to participate.

It does not mean that every person must be able to perform every volunteer role. It means designing opportunities thoughtfully, explaining genuine requirements clearly and avoiding unnecessary barriers.

1. What does inclusive volunteering mean? 💙

Inclusive volunteering aims to make opportunities accessible to people who might otherwise face barriers to participation.

Those barriers can relate to many different circumstances, including:

• disability or accessibility needs;
• neurodiversity;
• age;
• language or communication;
• financial circumstances;
• transport;
• caring responsibilities;
• cultural or religious background;
• gender identity or sexual orientation;
• digital access or skills;
• previous experience or education.

The older European project Volunteering as a Tool for Inclusion explored many of these questions through examples from several European countries. Its central idea remains useful: volunteering can support participation and social inclusion, but organisations may need to reconsider the way opportunities are designed and managed.

Voluntouring.org now maintains a dedicated Inclusive volunteering 💙 section for opportunities where hosts provide information about practical inclusion, flexibility or participation for people who may face barriers.

2. Start by identifying unnecessary barriers 🔎

Before trying to recruit a more diverse group of volunteers, look at the opportunity itself.

Ask whether any requirements exist because they are genuinely necessary or simply because “that is how we have always done it”.

Potential barriers might include:

• a long or complicated application form;
• requiring a CV when the role does not need one;
• interviews that can only happen during normal working hours;
• information available in only one format;
• rigid weekly schedules;
• unnecessary physical requirements;
• transport to an isolated location;
• unreimbursed expenses;
• digital systems that are difficult to use;
• language that suggests only one type of person is expected to apply.

Removing a barrier does not necessarily require major expenditure. Sometimes a different application method, flexible start time or clearer explanation can make a significant difference.

3. Write the role before choosing the volunteer 📋

A clear volunteer role makes inclusion easier because applicants can understand what is actually expected.

Describe:

• the main activities;
• the physical demands of the role;
• working hours;
• location;
• required skills;
• training provided;
• level of supervision;
• any genuine safety restrictions;
• which parts of the role may be flexible.

NCVO recommends considering accessibility while the role is being created rather than waiting until somebody asks for an adjustment.

For Voluntouring.org hosts, the same principle appears in our Host rules template: tasks, schedule, accommodation, costs and important practical conditions should be described clearly before volunteers commit.

4. Make the application process accessible ✍️

A volunteer should not need excellent administrative skills simply to express interest in helping.

Depending on the role, organisations could consider accepting applications through:

• a short online form;
• email;
• a phone or video conversation;
• an accessible document;
• another reasonable communication method.

Not every method will be suitable for every organisation, and roles involving higher risks may require more formal screening.

The aim is not to eliminate appropriate selection procedures. It is to avoid making them unnecessarily difficult.

5. Describe accessibility instead of simply saying “accessible” ♿

Accessibility means different things to different people.

A project may be suitable for somebody with one type of access requirement and completely unsuitable for somebody else.

Where relevant, provide concrete information about:

• steps and entrances;
• door widths;
• bathrooms;
• bedrooms and shared accommodation;
• uneven terrain;
• working surfaces;
• public or private transport;
• distance from shops and medical services;
• quiet spaces;
• sensory environment;
• internet and communication;
• the physical demands of specific tasks.

Voluntouring.org maintains a separate Disabled volunteers ♿ section for opportunities where hosts have provided information about disability inclusion or accessibility.

6. Ask about adjustments, not unnecessary medical information 🗣️

When somebody mentions an access requirement, focus on what would help them participate safely and effectively.

Useful questions might include:

• Is there an adjustment that would make this role easier for you?
• Would a different schedule help?
• Would you prefer written or verbal instructions?
• Are there particular tasks that would not be suitable?
• Is there practical information about the site that would help you decide?

Avoid asking for detailed personal or medical information simply out of curiosity.

Collect only the information genuinely necessary for the role, safety, safeguarding or an agreed adjustment, and manage personal information appropriately.

7. Offer flexibility where the role allows it ⏰

Rigid schedules can exclude people who could otherwise make a valuable contribution.

Where practical, consider options such as:

• shorter shifts;
• different start times;
• fewer days per week;
• sharing a task between volunteers;
• remote or hybrid activities;
• additional breaks;
• alternative tasks with similar objectives.

Flexibility can help disabled volunteers, older volunteers, people with caring responsibilities, people managing health conditions and many others.

NCVO identifies flexible roles and remote volunteering as two practical ways organisations can reduce barriers to participation.

8. Consider financial barriers too 💰

Volunteering may be unpaid, but participating can still cost money.

Potential expenses include:

• transport;
• meals;
• childcare or other caring costs;
• equipment or clothing;
• internet or phone access;
• accommodation for international volunteers.

Where an organisation can reimburse reasonable volunteer expenses, doing so can make participation possible for people who could not otherwise afford it.

If expenses cannot be reimbursed, explain this clearly before the person accepts the role.

International projects should also disclose any mandatory participant fee or cost-recovery contribution before volunteers make travel arrangements.

9. Think beyond physical accessibility 🧠

An accessible building can still contain an inaccessible volunteer culture.

Communication style, noise, unpredictability, unclear instructions or expectations about social interaction can create barriers too.

Some volunteers may benefit from:

• clear written instructions;
• predictable schedules;
• advance notice when plans change;
• a quieter workspace;
• direct communication rather than implied instructions;
• extra time to learn a routine;
• a consistent contact person.

There is no single approach that works for every neurodivergent person. Ask the individual what helps rather than assuming.

Voluntouring.org also maintains an Autism ♾️ section for opportunities with a genuine and clearly described connection to autism, accessibility or community inclusion.

10. Do not underestimate older volunteers 👵🌿

Older volunteers may bring decades of professional, practical and life experience to an organisation.

A role should not automatically be considered unsuitable because somebody is older.

At the same time, avoid the opposite stereotype that every older volunteer wants to mentor others or take on responsibilities based on their previous career.

Ask what the person is interested in doing and what conditions work for them.

Possible considerations may include:

• physical demands;
• pace;
• transport;
• length of shifts;
• digital systems;
• training and support.

Our Senior volunteers 👵🌿 section collects international opportunities that hosts have described as suitable for older participants.

11. Language can become an unnecessary barrier 🌐

International and community organisations often work with people whose first language is different from the organisation’s main working language.

Some roles genuinely require advanced language skills. Many others do not.

Where possible:

• use clear, simple instructions;
• avoid unnecessary jargon;
• provide written information that can be translated;
• use demonstrations for practical tasks;
• check understanding rather than assuming;
• state honestly which language level is actually required.

Language exchange itself can also be part of volunteering and cultural exchange, but safety-critical instructions should always be understood clearly.

12. Create a culture where different people actually feel welcome 🤝

Recruitment materials can say that an organisation values diversity while everyday behaviour sends the opposite message.

Pay attention to:

• stereotypes and jokes;
• harassment or discriminatory behaviour;
• how staff speak about volunteers;
• whether people are repeatedly excluded from decisions or social activities;
• whether concerns are taken seriously;
• whether communication materials represent a realistic range of participants.

Organisations should explain expected behaviour during induction and provide a clear way for volunteers to raise concerns.

Depending on your location, discrimination and accessibility are also legal issues, so organisations should check the requirements that apply in their own jurisdiction.

13. Inclusion does not mean ignoring safety or competence 🛡️

Making volunteering more inclusive does not mean removing every requirement.

Some restrictions are genuinely necessary.

A person operating machinery may need appropriate training. A driving role may require a valid licence. Professional medical or therapeutic activities may require recognised qualifications. Some locations cannot safely accommodate every mobility requirement.

Be honest about those limits.

The aim is to distinguish between essential requirements and habits or assumptions that unnecessarily exclude people.

14. Keep clear boundaries in sensitive roles 🧑‍🤝‍🧑

Inclusive volunteering also requires protecting the people who use an organisation’s services.

Volunteers should not be given professional responsibilities simply because an organisation wants to create an opportunity for participation.

Where projects involve children, disabled people, vulnerable adults or other sensitive contexts, volunteers should have clearly defined roles and appropriate supervision.

Short-term or unqualified volunteers should not provide therapy, clinical services, personal care or unsupervised one-to-one support unless they have the qualifications, authorisation and professional supervision required.

Our Safety and legality guide explains Voluntouring.org’s current approach to safeguarding, role boundaries and replacing trained staff.

15. Ask volunteers what actually works 🔄

Organisations do not need to guess every possible barrier in advance.

Ask volunteers about their experience.

Useful questions include:

• Was the application process clear?
• Was there enough information before you started?
• Did you encounter any practical barriers?
• Did you feel able to ask for help or adjustments?
• Were your skills used effectively?
• What could we change for future volunteers?

Look for patterns in feedback rather than treating inclusion as a one-time project.

NCVO’s research on diversity in volunteering similarly recommends identifying barriers, collecting information about volunteer experience and reviewing organisational processes over time.

A simple inclusive volunteering checklist ✅

Before advertising a volunteer role, consider whether you have:

• defined the essential requirements clearly;
• removed unnecessary application barriers;
• described the physical environment honestly;
• considered flexible schedules or tasks where possible;
• explained transport and expenses;
• made key information easy to understand;
• identified a person volunteers can contact for support;
• considered accessibility and communication needs;
• provided appropriate training and supervision;
• explained safeguarding and behavioural expectations;
• created a way for volunteers to provide feedback.

Inclusive volunteering on Voluntouring.org 💙

Voluntouring.org uses several sections to help travellers find opportunities where particular forms of inclusion or accessibility have been mentioned by hosts.

• Inclusive volunteering 💙 for broader inclusion and practical accessibility;
• Disabled volunteers ♿ for projects where disability inclusion or accessibility is specifically addressed;
• Senior volunteers 👵🌿 for opportunities described as suitable for older volunteers;
• Autism ♾️ for relevant autism-related community, inclusion and advocacy opportunities;
• LGBTQ+ 🌈 for projects that explicitly describe inclusive values or safer spaces for LGBTQ+ volunteers.

These tags are starting points rather than guarantees. Accessibility and support depend on the individual volunteer, exact activities, accommodation, transport and current conditions.

Volunteers should confirm the practical details that matter to them directly with the host before making travel arrangements.

Hosts who can clearly describe an inclusive opportunity for adult volunteers can submit it to Voluntouring.org for editorial review.