This month Dr Stuart answers a question about volunteer managers and inappropriate behaviour.
Dear Dr Stuart
I volunteer with a local advisory service, and I have a problem with the Volunteer Manager’s behaviour. I know that you normally help Volunteer Managers, but I was wondering if, in this instance, you would be able to give me some advice?
The problem I have is that the Volunteer Manager often makes disparaging remarks about clients, which I feel are inappropriate as well as unprofessional.In addition to this, the Volunteer Manager also uses bad language.In short, I find his attitude disrespectful, and have already discussed this issue with his line manager.However, the situation has not been resolved, and I was wondering what other courses of action might be open to me?
Dr Stuart replies:
Ideally, organisations that involve volunteers should have procedures in place so that they can deal fairly, effectively and consistently with any complaints that a volunteer may have about the organisation or an individual.
In this case, the Volunteer Manager’s line manager should deal with this issue with the Volunteer Manager, initially through regular supervision.If the Volunteer Manager’s behaviour doesn’t improve, then the line manager may need to evoke the organisation’s disciplinary procedure, such as giving the Volunteer Manager a verbal warning.
Just because volunteers have no status in law, it doesn’t mean that they should be subjected to behaviour that they find uncomfortable or offensive, whether it comes from a client, another volunteer or a member of staff.Sometimes personality clashes can occur, and this can result in ongoing tension which can be difficult to analyse or resolve.However, where there are specific instances of inappropriate behaviour, then it’s worth keeping a record of this as evidence to take to the line manager.
All Volunteer Managers represent both themselves and their organisation whilst in the workplace, and their conduct should be professional at all times.Where the Volunteer Manager is a paid member of staff, they have a duty to abide by the terms and conditions of their employment such as equal opportunities, otherwise disciplinary procedures may be evoked.
If the line manager is unable to resolve the situation quickly and reasonably, then I would suggest contacting the Chair of the organisation, because it is trustee board or management committee who are responsible for the governance of the organisation, which means that ultimately, they are accountable for the management of the organisation, including the staff.
Further information:
Volunteering England’s Good Practice Bank
www.volunteering.org.uk/goodpractice
