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Every two years DOVIA conducts a membership survey to assess the professional needs of the membership, to track the variety of DOVIA membership agencies, to learn about types of positions held by volunteer managers and more. Last Spring DOVIA mailed out the membership survey along with a first time survey on Diversity.  What follows is an overview of the results from both surveys. If you would like additional  information, or are interested in reviewing actual survey material, please contact Laurie McCaw (303) 832-0560.

General Membership Survey Results

Diversity Survey Results

Summary: Approximately 34% of current DOVIA members responded to the survey.  Of those responding to the survey, at least 50% view themselves as veterans of the field and highly experienced managers. The training offered by DOVIA is often perceived as very basic in nature. Use of the DOVIA hotline and job listing is low, indicating a need for more marketing of this service along with improved customer service of the phone line. Full day training is the least attended DOVIA event, while half day workshops are better attended and highly preferred.

1. Length of Membership in years:

25% - 1-3 years
22% - 7 + years
10% - 3-5 years
9% - 0-1 years
6% - 5-7 years

Reasons for joining DOVIA:

1. Networking
2. Educational workshops
3. Professional development opportunities
4. Brown bag events
5. Newsletter
6. Membership Directory
7. DOVIA book list/lending library/web site

Make-up of individual DOVIA Members:

Female
Caucasian
Between the ages of 41-60 years; followed by 20-30 years age bracket
Full-time employee
Titled "Volunteer Coordinator" or comparable position
Spend 50% plus each work day managing volunteers
Considers self an advanced level volunteer manager

Position Titles:

Other
Volunteer Coordinator
Director of Volunteers
Volunteer Manager
Executive Director
Special Events Coordinator
Development Director

Of those responding,

75% are employed full-time;
25%, part time

Make-up of DOVIA Membership Agencies:

Wide range of diverse organizations; very small representation of   religious, senior, animal welfare, environmental and corporate organizations

Summary: 17% of the DOVIA members responded to the Diversity Survey.   Out of that number, greater than half of the members observed that a diverse volunteer population is not reflected in their agencies, or in their recruitment profiles. Furthermore, membership organizations are lacking in adequate representation in the service fields. Volunteer Managers stated that their greatest challenge is in understanding how  to recruit and access diverse volunteers. Members also stated that they define Diversity primarily as it relates to Ethnicity.

Respondent Demographics; 42 individuals responding, 17% of membership

Respondent age:

20-30 years: 9
31-40 years: 7
41-50 years: 11
51-60 years: 11
60 + years: 4

Gender: 90% - Female • 10% - Male

Ethnicity:

80% - Caucasian
10% - African-American
10% - Hispanic

1. Definition of diversity as defined by respondents:

1. Ethnicity
2. Gender
3. Age
4. Physical and Mental Disabilities

2. Member's volunteer population:

1. Female
2. Caucasian
3. 30-50 years, next largest category 55+
4. Post graduate Education
5. English Speaking

3. How (diverse) volunteers are recruited:

1. Fairs
2. Recruitment brochures in multiple languages
3. Word of mouth in diverse communities
4. Speaker's bureau

5. Agencies actively recruit (diverse) volunteers:

45% - yes
27% - no
28% - don't know

6. Top two volunteer needs (regarding diversity training with volunteers):

32% - Mentor/Tutor
27% - Clerical Assistance
41% - Other

7. Requested topics for diversity education:

1. Making your agency welcoming to diverse volunteers
2. Reaching and recruiting diverse volunteers
when agency is not diverse
3. How to train on diversity
4. Knowing when agency programs are
appropriately ethnically mixed