Managing sport volunteers with a disability: Human resource management implications

Pam Kappelides and Jennifer Spoor

Sport Management Review, 2019, vol. 22, issue 5, 694-707

Abstract: •This research has contributed to important practical and theoretical knowledge to the field of volunteerism and disability.•Knowledge developed from this research may assist in improving volunteer opportunities among individuals with disabilities by improving volunteer management procedures and practices.•This research has filled a void evident in the current research literature, where there are limited studies examining the outcomes of volunteers with a disability.Despite the known benefits of volunteering–such as helping others, contributing to community and the development of skills–individuals with a disability are underrepresented in volunteering roles. In this research, the authors examine the benefits and barriers to including volunteers with a disability in three Australian sport and recreation organisations, as well as the potential human resource management implications. The authors take a multi-level perspective and draw on interviews with sport volunteers with a disability, staff from sport organisations, and recipients of services from volunteers with a disability conducted in 2016–2017. Researchers have not previously examined these diverse perspectives, but they are important for understanding how to include and support sport volunteers with a disability. Analysis of the interviews revealed a wide range of benefits of including volunteers with a disability including social acceptance, social inclusion and personal development; but both volunteers and organisations identified numerous barriers to volunteering, including negative attitudes, personal factors, organisational factors and lack of social inclusion. Based on the results of this study, the authors develop recommendations for human resource management practices and policies to support volunteers with a disability in sport and recreation organisations, which are organised around an ability-motivation-opportunity framework. The results suggest that organisations need to create an environment that facilitates open, two-way communication with volunteers with a disability about their needs and wants. There also should be training and education to all volunteers and staff around an inclusive workplace culture.

Date: 2019
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DOI: 10.1016/j.smr.2018.10.004

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