|
For many years, the level of interest from people wanting to be volunteer mentors at Big Brothers Big Sisters has been much lower for males than for females. Many theories have been debated, but rarely have these theories been explored or investigated in the local context of Melbourne.
The issue is highlighted at Big Brothers Big Sisters by the ratio of male to female matches. With every male match created, a further three females matches will be established. This imbalance is due to the lack of males coming forward to be volunteer mentors.
Sharon Sztar, an external marketing and communications consultant sourced through ‘goodcompany’, wanted to explore these issues in more detail. She facilitated a number of focus groups with approved male mentors to explore the following:
To find out the ‘WOW’ factor for current male mentors;
To explore some of the reasons why there are challenges in male mentors to the program; and,
To brainstorm ideas for future programs to attract male mentors.
It was clear that one of the biggest challenges Big Brothers Big Sisters faces in attracting male mentors was its low public profile. When current Big Brothers were asked why their male friends and work colleagues were not volunteering to be mentors, the common response was that they simply did not know about the program.
It was also noted that most male volunteers needed to hear about Big Brothers Big Sisters several times before they actually approached the organisation and offered their services. Some male mentors reported that they were surprised to find that the experience of mentoring a young person had been a great learning experience. They also reported that mentoring gave them permission to do things that younger people do, such as kick the football in the park or go ten pin bowling or fishing. As life gets more hectic, male mentors reported that these activities are not normally undertaken with your peer group.
Following Sharon’s Focus Group sessions with male mentors, a range of key strategies will continue to guide Big Brothers Big Sisters so it can attract more male volunteers. In addition to raising the public profile of the organisation in a general sense, other specific strategies will include:
Undertake presentations about mentoring at workplaces that are well represented by male employees;
Advertising in the media that features males volunteers and/or male young people;
Be mindful of the ‘What’s In It For Me’ factor when targeting prospective male mentors;
Consider advertising that focuses on the personal benefits of volunteering for the volunteer rather than the benefits of the program just for young people.
This project was supported by:
Goodcompany 
The Sunshine Foundation
The Ian Potter Foundation 
Sharon Stzar Consulting  |
