Day1 opening plenary 1

Sue WilkinsonDirector of supporter Development

Simon MurrayChief Operating Officer

Strategy Wheel…CPI

EnergyReduction

StaffSatisfaction

Operational Mgt Satisfaction

VolunteerRecommendation

Propertiesbeatingbaseline

Member numbers

Change ProgBusiness Case

Net Gain

Relevance to localcommunity

Net PromoterScore

VisitorEnjoyment

…turned to greenCPI

EnergyReduction

StaffSatisfaction

Operational Mgt Satisfaction

VolunteerRecommendation

Propertiesbeatingbaseline

Member numbers

Change ProgBusiness Case

Net Gain

Relevance to localcommunity

Net PromoterScore

VisitorEnjoyment

Helen TimbrellVolunteering and Community

Involvement Director

Volunteer Management ConvestivalMay 15 2012

Volunteering in the National Trust:

A long term vision and an immediate target

Two things…

The 2020 ambition:

Volunteers in every aspect of our work

All staff confident and capable of working with volunteers

The 2012 KPI target:

64% volunteers strongly recommend volunteering with the National Trust

Everyone feels like a member and by 2020 five million will be.

Volunteers involved in every aspect of our work

All staff confident and capable of working with volunteers

http://www.youtube.com/watch?v=XChxLGnIwCU&feature=youtu.be&t=6m

First: Mickey Film

http://www.youtube.com/watch?v=kQ7f4lV3e0c&feature=youtu.be&t=2m22s

Second: Gareth Film

Three strands of work:

1. Capability and confidence of our volunteer managers

2. Systems and processes to meet property and Whole Trust need

3. New offers / ways for people to get involved

Systems &

Processes

Capability &

Confidence

New offers

Systems &

Processes

Capability &

Confidence

New offers40%

Systems &

Processes

40%

Capability &

Confidence

20%

New offers

Years 1 - 3 Years 4 - 6 Years 7 - 9

Our approach

Regular, routine

Working Holidays

Employee volunteering

Family volunteering

Governance

Supporter Groups

Internships

2012

62k

2020?

Family volunteering

Internships

Employee volunteering

Working Holidays

Supporter Groups

Regular, routine

Virtual volunteers

Micro volunteersGovernance

“You cannot get the full benefit of heart and head and active will unless you give those who serve you responsibility, freedom of action and the opportunity of forming and striving to realise their ideal”

Octavia Hill

LONDON AMBASSADOR VOLUNTEER PROGRAMME

DIVERSITY AND INCLUSION

What we didHow we did it

Outcomes

DAVID HUSE – HEAD OF LONDON AMBASSADORS

6th March, 2012

23

AMBASSADOR PROGRAMME OVERVIEW

Games Time summary• 43 sites• 7800 Ambassadors including 250 Under 18s and 140 Mentors• 250 Managers• 50 GLA staff in the Management Cell

Programme status• Ambassador offer process complete• Uniform details captured• Managers on-boarded• Majority of procurement work done

Immediate priorities• Training deployment from January• Manager and games time operational plans finalised• Firming up execution detail of uniforms, catering and travel

WIMBLEDON PODS

WIMBLEDON PODS

WIMBLEDON PODS

UNIFORM

Fleece 2 Polo Shirts Waterproof Jacket

Backpack

Water Bottle

Trilby

Trouser or SkirtBaseball Cap

APPLICATION/REGISTRATION DATA vs TOTAL LONDON

Age Applications Registrations2001

London Census

Ethnicity Applications Registrations2001

London Census

16- 17 5.6% 4.9% 6% White 57.4% 58.4% 69.0%

18- 25 38.3% 40.5% 13% Mixed 3.9% 4.2% 3.5%

26- 35 16.1% 18.2% 19% Asian 23.5% 23.7% 16.8%

36- 45 11.1% 11.4% 16% Black 11.2% 11.3% 10.6%

46- 55 11.5% 10.8% 12% Other 2.4% 2.3% 0.1%

56- 65 12.3% 10.1% 8%

65+ 5% 3.9% 6%

Sexual Orientation

Applications RegistrationsGay to Z Estimate

Gender Applications Registrations2001

London Census

Gay 2.9% 2.7% 5% Female 62% 61.4% 52%

Male 37.7% 37.2% 48%

Not Given 0.3% 1.4%

Faith Applications Registrations2001

London Census

Disability Applications Registrations

London ONS Population

Survey 2008/ 2009

None 28.7 29.6% 16% All 2.6% 1.9% 15%

Baha'i 0% 0% By Age 16- 17 7%

Buddhist 1.8% 1.8% 1% 18- 25 8%

Christian 44.9% 42.4% 58% 26- 35 8%

Hindu 4.9% 4.8% 4% 36- 45 15%

J ain 0.4% 0.4% 46- 55 25%

J ewish 1.8% 1.4% 2% 56- 65 32%

Muslim 8.6% 8.5% 8% 65+ 35%

Sikh 1.5% 1.4% 1%

Other 1.6% 1.5% 1%

Not Given 4.7% 5.3% 9%

No Data Available

APPLICATIONS – LANGUAGE CAPABILITY SUMMARY

Top 10 languages (% of all languages)

Next 10 languages (% of all languages)

Language %

French 22.3

Spanish 11.7

German 8.4

Hindi 8.3

Chinese 7.1

Urdu 5.6

Punjabi 4.7

Italian 4.5

Gujarati 4.1

Bengali/Sylheti 2.7

Language %

Yoruba 2.3

Portugese 2

Arabic 2

Russian 1.8

Tamil 1.6

Japanese 1.2

Sign Language - British 1.2

Greek 1

Polish 0.9

Dutch 0.9

DIVERSITY/INCLUSION ATTRACTION AND RETENTION STRATEGY

SCOPING PHASE – BRINGING TOGETHER

• The face of London• Language Skills• Community/Borough Inclusion• Volunteering Commitment to the programme

ATTRACTION PHASE – IDENTIFYING & TARGETING

Two groups/each allocated to someone in the team/scorecards

1. Specific Diversity and Inclusion groups

• National groups and bodies – RNIB• Regional – Volunteering England• London – East End Muslim Foundation

2. Four sectors

• Business• Voluntary• Leisure• Education

RETENTION PHASE – KEEPING THEM ON THE JOURNEY

• Generic and tailored communication• Joint benefits

Manager’s Recruitment – P&G

RECOGNISE ANYONE?