The document discusses global employee volunteering and pro bono engagement, highlighting key considerations such as regional perspectives, flexibility, employee champions, and strategic partnerships. It outlines the benefits of involvement in such programs for employees and organizations, including skills development and societal impact. Additionally, the document emphasizes the importance of planning, training, and collaboration with local NGOs for successful volunteer programs.

1. Going Global:
Top Considerations for Global Employee Volunteering
& Pro Bono Engagement
Panelists:
Facilitator:
Daniel Elliott
Michelle Langley
Vicky Hush
Key Client Manager
PYXERA Global
Program Leader
Dow Sustainability Corps
Global Disaster Relief
STEM
Vice President,
Engagement & Strategic Partnerships
VolunteerMatch
Lauren Wagner
Sr. Manager, Engagement
VolunteerMatch
@Lauren_Lynn2

2. How To Ask Questions
•
•
•
•
Type questions into the box on the
right side of the your screen
Submit via Twitter to
@VM_Solutions using “#VMbpn”
We will pose questions at the end of
the presentation
A copy of the slides will be circulated
after the event
2

3. Going Global:
Top Considerations for Global Employee Volunteering
& Pro Bono Engagement
Panelists:
Facilitator:
Daniel Elliott
Michelle Langley
Vicky Hush
Key Client Manager
PYXERA Global
Program Leader
Dow Sustainability Corps
Global Disaster Relief
STEM
Vice President,
Engagement & Strategic Partnerships
VolunteerMatch
Lauren Wagner
Sr. Manager, Engagement
VolunteerMatch
@Lauren_Lynn2

4. to enrich lives and livelihoods worldwide,
inclusively and sustainably.
To reinvent how public, private and social interests
converge to address global challenges.
A culture of sustained collaboration that improves
lives and communities worldwide.

5. We have fielded
more than 1000
corporate
employees on ICV
assignments.
We have implemented
projects supporting
over 630 local clients
including 80
governmental
institutions.
ICV programs
have taken place
in 25 countries on
five continents.
We have partnered
with 18 corporate
clients to implement
ICV programs.

6. Who We Are
http://learn.volunteermatch.org/2012annualreport

7. Who We Are
19-Feb-14
http://learn.volunteermatch.org/2012annualreport

8. Global Employee Engagement:
Source: VolunteerMatch Client Insights Survey
Composition of a Typical Employee Volunteer Program
3.7%
Traditional Volunteering
13%
Skilled Volunteering
Pro Bono Volunteering
Micro Volunteering (<1%)
83%
http://blogs.volunteermatch.org/volunteeringiscsr/2013/01/28/mapping-the-dna-of-effectiveemployee-volunteer-programs/

9. Global Employee Engagement:
Source: VolunteerMatch Client Insights Survey
Levels of Employee Eligibility for EVP Participation by Location
Employee Type
International
37%
US Only
34%
HQ Only
20%
US/Canada Only
9%
0%
5%
10%
15%
20%
25%
Frequency of Inclusion in a Program
30%
35%
http://blogs.volunteermatch.org/volunteeringiscsr/2013/01/28/mapping-the-dna-of-effectiveemployee-volunteer-programs/
40%

10. Global Employee Engagement:
Source: VolunteerMatch Client Insights Survey
How Often Employee Types are Included in EVP Recognition/Incentive
Programs
Full Time
89%
Part Time
56%
Employee Type
International
21%
Contractors
20%
US Only
20%
Interns/Nonpaid
15%
Warehouse/ Manufacturing
9%
Retirees
8%
Other
8%
Retail
5%
HQ Only
5%
US/ Canada Only
1%
Francisees
1%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Frequency of Inclusion in All Types of Recognition Programs
http://blogs.volunteermatch.org/volunteeringiscsr/2013/01/28/mapping-the-dna-of-effectiveemployee-volunteer-programs/
100%

11. Program Components
Source: Giving in Numbers 2013, CECP
http://cecp.co/research/benchmarking-reports/giving-in-numbers.html

12. Non-Cash Giving is Growing
Source: Giving in Numbers 2013, CECP
Giving in Numbers
“
With declining revenues in
2008 and 2009, companies
explored new ways to invest
in communities strategically
with non-cash resources such
as medicine, merchandise, or
professional volunteer
services.
• Non-cash giving accounted
for more than 95% of the
total aggregate giving
increase from 2007 to
2012.
• 60% of companies with
employee volunteer
programs offered both
domestic and international
programs.
• After product donations,
companies are focusing on
pro bono services.
http://cecp.co/research/benchmarking-reports/giving-in-numbers.html

13. Key Considerations
 Regional and cultural
perspective
 Flexibility
 Employee Champions
 Strategic Partnerships
 Skills-based & Pro-bono

14. Employee
Development
Employee
CSR/Corp.
Citizenship
Satisfaction
& Retention
Global
Brand
Reputation
Enhanced
Employee
Recruitment
Public
Relations &
Goodwill
Product
Innovation
Local
Impact
New Market
Opportunity
Improved
Customer
Relations

15. A skills-based employee engagement program for Dow
employees/retirees
DSC matches interested and capable employees with NGOs, social
entrepreneurs, and government agencies that need support for
sustainable development projects.
DSC provides talent and expertise, product and technology
support, and philanthropy to organizations focused on providing
sustainable solutions to ongoing challenges.
A holistic approach to volunteerism.
2

16. Employee skills address a particular challenge based on Dow’s
megatrends and core global challenges.
Skills - Supply chain, logistics, purchasing, I/T, marketing, finance, accounting, M&E, R&D,
legal, public affairs, etc.
Megatrends - Agricultural, Consumer & Lifestyle, Energy, Infrastructure & Transportation
Global Challenges - water, housing, education, agriculture, climate & environment, public
health & sanitation
Employees may be deployed for several days to 3-4 months.
Assignments may be performed virtually, on site at the NGO, or
both.
Employees are expected to deliver results.
3

17. Communities
Non-governmental organizations
International non-profit aid groups
Governments
Dow
Creates engaged, motivated employees who have life-changing
experiences while doing good!
Dow people experience personal and professional development.
Participants gain a better understanding of world problems and
business opportunities while developing leadership skills and other
capabilities.
4

18. April 7 & 8

19. 2,400+ participants
from over 52 countries
800 projects in over 34
countries
$56M value
Triple Benefit: Community Impact  Leadership Development
Understanding of Growth Markets

20. *IBM Survey of CSC participants and managers

21. •
•
•
A three-month international
corporate volunteer program
Pairs the best minds from Merck
with host organizations for
meaningful and systematic
improvements in health service
delivery for people in greatest
need
Build the capacity of local
NGOs and NPOs working in
global public health,
especially maternal health

22. Host organizations are chosen
based on need rather than
location
Have identified a critical,
unmet need that can be
shaped into a Scope of Work
Buy-in and time dedication
from senior leadership within
the organization

23. • Cross-functional
teams of high
performing Merck
employees
• Globally diverse
• Typically have 10
years of experience
working with Merck
•
•
•
•
• Emerging
leaders with
strong teamwork
skills
• Enthusiastic &
motivated
about the
opportunity
Organizational Development
Marketing & Communications
Human Resources
Finance
•
•
•
•
Business Development
Strategic Planning
Lab experience
Medicinal Chemistry

24.  Plan ahead and be flexible
 Leverage the expertise of social sector partners
 Prioritize volunteer safety
 Commit to long-term sustainability

25. In emerging and frontier economies, operations are often more
complicated than that of established markets.
Because of this dynamism, advanced planning is critical.
At the same time, the ability for a corporation and its leadership
to be flexible - and to instill these traits in employees - should
the situation change is also important.

26. From a corporation’s perspective, there are relatively few institutions
that have the infrastructure on the ground to identify the most pressing
needs.
NGO partners provide insight into the business problems facing host
clients as well as the local context.
*PYXERA GLOBAL 2013 ICV Benchmarking Study

27. Q: If you ask volunteers to participate in a training and/or orientation
course, what topics are covered?
Safety and security
100%
Cross-cultural attitudes or behavior
95%
Country specific information
84%
Program policies and procedures
84%
Logistics
84%
Media and communications
63%
CSR
Business operations in the country…
Civil society/NGO sector
58%
47%
47%
Consulting skills
42%
Other
42%
International development issues
*PYXERA GLOBAL 2013 ICV Benchmarking Study
32%

28. Developing strong partnerships with
organizations with a local presence
ensures lasting impact.
Build on core business capabilities and
CSR themes to ensure relevance.
Develop solutions for the local context.

29. Keep in Mind…
Distinctions of Global Employee Engagement Programs
 Remain flexible
 Leverage local relationships
and partnerships
 Assess, Evolve and Repeat
1

30. Q&A
•
•
Type questions into the box on the
right side of the your screen
Submit via Twitter to
@VM_Solutions using “#VMbpn”
2

31. Stay Informed
Blog:
www.VolunteeringIsCSR.org
Twitter:
@VM_Solutions
Newsletter:
Monthly ‘Good Companies’
newsletter - Sign up on the
blog!
3

32. Save the Date – March 19th
Lessons From the Field: Employee Volunteer Managers’ Top Tips for Success
Wednesday
March 19th, 2014
10 a.m. – 11 a.m. PT (1-2 p.m. ET)
Featuring:
Alex Price
Erin Dieterich
ADT
NetSuite
Kate Wetzel
Jessica Johnson
JetBlue
Prometheus Real Estate Group
Register here:
https://www1.gotomeeting.com/register/960422656