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Testimony
Inclusion and Effectiveness in
International Volunteering and Service
Amanda Moore McBride, Margaret Sherrard Sherraden,
and Benjamin J. Lough
U.S. Congressional Briefing on Global Service Fellowships
CSD Perspective 07-13
May 24, 2007
Center for Social Development
Inclusion and Effectiveness in
International Volunteering and Service
Amanda Moore McBride, PhD
Assistant Professor and Research Director
Center for Social Development, Washington University
Margaret Sherrard Sherraden, PhD
Professor, University of Missouri at St. Louis
Research Professor, Center for Social Development, Washington University
Benjamin J. Lough, CSW
Research Associate, Center for Social Development, Washington University
U.S. Congressional Briefing on Global Service Fellowships
CSD Perspective 07-13
May 24, 2007
Center for Social Development
George Warren Brown School of Social Work
Washington University
One Brookings Drive
Campus Box 1196
St. Louis, MO 63130
tel 314-935-7433
fax 314-935-8661
e-mail: csd@gwbmail.wustl.edu
http://gwbweb.wustl.edu/csd
Inclusion and Effectiveness in International Volunteering Service
Center for Social Development
Washington University in St. Louis 1
Inclusion and Effectiveness in
International Volunteering and Service
I am honored to present on inclusion and effectiveness in international
volunteering and service. The statement I deliver today is on behalf of my colleagues
Professor Margaret Sherraden of the University of Missouri-St. Louis and Benjamin
Lough at the Center for Social Development at Washington University in St. Louis.
Drawing on research about international service conducted in the United States and
overseas, this statement is an overview of what is known about the status and impacts of
international volunteering and service.1
Potential of International Volunteering and Service
International volunteering is a form of civic service. We define civic service as
“an organized period of engagement and contribution to society sponsored by public or
private organizations, and recognized and valued by society, with no or minimal
monetary compensation to the participant” (M. Sherraden, 2001). Civic service aims for
impacts on host communities and their residents as well as for the volunteers themselves
(IVR, 2004; M. S. Sherraden & Benítez, 2003). National service and international service
are two prominent forms worldwide (McBride, Benítez, & Sherraden, 2003).
National service is performed by citizens within their national borders. From the
Civilian Conservation Corps of the 1930s to AmeriCorps today, national service meets
pressing community needs while increasing the skills and capacities of those who serve
(Jastrzab et al., 2006; M. Sherraden, 1979).
International service is performed across national borders. It is increasing in
scope and importance around the world (Clark, 2003; Hills & Mahmud, 2007; Kaldor,
2003; McBride & Sherraden, 2007). International service has roots in nineteenth century
missionary work and early twentieth century international peace and post-war
reconstruction efforts (Rosenstock-Huessy, 1978). As reflected in William James’ vision
of service for peaceful purposes at the beginning of the twentieth century, international
volunteering and service has renewed purpose at the beginning of the twenty-first century
(Davis Smith, Ellis, & Brewis, 2005; Eberly & Sherraden, 1990; McBride, Benítez, &
Danso, 2003).
In an era of increasing globalization, international volunteering and service
(hereafter referred to as “IVS”) may have significant potential to contribute to
international peace, cooperation, and development (Caprara, Bridgeland, & Wofford,
2007). The challenge in the first decades of the twenty-first century is to create avenues
1 We incorporate a range of evidence, including quantitative and qualitative studies. We also include
national service research when applicable, because the time-limited, intensive nature of the service
experience is similar in both national and international service and the process of program development
and implementation has some corollaries.
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for participation in international service and to ensure that it provides meaningful and
long-lasting value to both sending and hosting communities.
IVS includes unilateral service (volunteers from one country serve in another
country), multilateral (volunteers serve in each others’ countries), as well as more
complex arrangements (McBride & Daftary, 2005; M. S. Sherraden, Stringham, Sow, &
McBride, 2006). IVS can be performed by individuals or in groups, including
multinational groups. The duration of service may be weeks or years. It takes place under
the auspices of public, nonprofit, or corporate organizations (McBride, Benítez, & Danso,
2003). Under the right circumstances, IVS can increase understanding and cooperation
across borders, contribute to development and well-being, and result in other positive
impacts (Sherraden et al., 2006).
Governments around the globe have been called to dedicate resources to support
volunteering (Anheier & Salamon, 1999). Delegates to the World Summit on Sustainable
Development have considered that, in addition to environmental protection, economic
growth, and social development, voluntary action could be key to sustainable
development (UNV, 2002b). The President of the International Federation of Red Cross
(IFRC), which represents nearly 100 million volunteers across the globe, has stated that
“volunteers are our greatest strength” (UNV, 2002a).
Extent of International Volunteering and Service
In a 2003 assessment of civic service worldwide, we found that IVS programs
were the most prevalent service form (McBride, Benítez, & Sherraden, 2003). Among
210 civic service programs, 124 were international service. The majority of programs
were based in North America and Western Europe, and sent volunteers to countries of the
Global South. Of the 124 international programs, 38 were sponsored by organizations in
the United States. Except for the Peace Corps, all of the US-based programs were
operated by nonprofit organizations. Similarly, a 2005 survey of 52 US-based
international volunteer sending programs found that the majority of programs were
operated by nonprofit organizations, including faith-based and university programs
(Rieffel & Zalud, 2006). A growing number of corporations also sponsor international
volunteering (Hills & Mahmud, 2007).
Depending on the methods used, the estimated number of individuals
volunteering internationally varies. Nationally-representative surveys have only begun to
ask about international volunteering. In 2004, the Bureau of Labor Statistics began
tracking international volunteers in the Current Population Survey (CPS) annual
September volunteer supplement. Though too early to call it a trend, CPS data indicate
that the number of American volunteers serving overseas increased between 2004 and
2005 (Lough, 2006).
Additional evidence suggests that interest in IVS is on the rise. Natural disasters
and other global crises such as the tsunami in Asia, the earthquake in Pakistan, and
Hurricanes Katrina, Wilma, and Rita, have been associated with an increase in American
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philanthropy and volunteer service, reported to be at its highest levels over the past six
years (Barnett, 2006; Randel & Baker, 2005). In a recent State of the Union address,
President Bush asserted the importance of IVS, in particular, toward “ensuring a future of
peace, hope, and promise for all people” (Peace Corps, 2005a: 1).
Program level data also underscore the growing interest in IVS. The International
Volunteer Program Association (IVPA), a consortium of 33 IVS programs in the United
States, has seen a steady increase in the number of applications its member programs
receive. On another front, although the number of Peace Corps volunteers has remained
fairly stagnant over the past 30 years, applications increased by 10 percent following the
events of 9/11 (Peace Corps, 2005a). By 2006, 7,749 Peace Corps volunteers were
serving in 73 countries overseas, an increase of more than 1,000 volunteers since 2002
(Peace Corps, 2007a).
Profile of International Volunteers
Based on findings from the 2005 Current Population Survey, US-volunteers
serving overseas tend to be male, younger, White, married with no dependents, college
educated, and employed full-time with higher incomes (Lough & McBride, forthcoming).
Although the percentage of males and females is relatively equal in the United
States, men have historically volunteered abroad more than women (S. Cohn, Wood, &
Haag, 1981; S. F. Cohn & Wood, 1985; Williams, 1991). According to CPS data, men
are 40 percent more likely than women to volunteer internationally (Lough & McBride,
forthcoming).
Likewise, although young people under age 24 are not the largest age group in the
United States, they are the group most likely to volunteer internationally. While
international service among youth declined slightly between 2004 and 2005, adults over
age 65 substantially increased their international volunteerism over the two years (Lough,
2006). This may be a trend to watch as the number of older adults increases (Morrow-
Howell, Hinterlong, Rozario, & Tang, 2003; McBride, 2007).
Whites are nearly twice as likely to volunteer internationally as people of color
(Lough & McBride, forthcoming). This is reflected in the demographic characteristics of
Peace Corps members: the number of African-Americans, Latinos, and Asian-Americans
volunteering is considerably less than their prevalence in the US population with rates of
3, 4, and 5 percent respectively (Peace Corps, 2007b).
Higher education is one of the strongest predictors of international volunteering
(Lough & McBride, forthcoming). Three out of four international volunteers have
attended at least some college, and more than half have a bachelor’s degree or higher.
Although a college degree is not a requirement for most programs, having a degree may
enhance the possibility of acceptance into these programs (Peace Corps, 2007b).
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Financial resources also appear to facilitate service overseas. Nearly one in four
volunteers who serves abroad lives in a household earning $100,000 or more, and six in
ten volunteers live in households earning more than $50,000 per year (Lough, 2006).
Most volunteers are employed, and nearly half of all international volunteers are
employed full-time.
Volunteer Activities
Volunteers abroad engage in a wide range of activities and programs (McBride,
Benítez, & Sherraden, 2003). IVS programs aim to build connections across national
borders, develop intercultural sensitivity and tolerance, increase global consciousness,
encourage international solidarity, and promote international peace and understanding
(Randel et al., 2005). Others focus on sharing expertise with communities where skill-
based assistance is needed. In the global assessment of civic service mentioned
previously, 85 percent of international service activities included some form of
educational services, compared to about 70 percent of national volunteer programs
(McBride, Benítez, & Sherraden, 2003). Other activities included human and social
services (80 percent), community development (75 percent), and environmental
protection (73 percent) McBride, Benítez, & Sherraden, 2003).
Additional activities engaged in by international volunteers include health and
nutrition projects, disaster relief and recovery efforts, economic development, historical
and cultural preservation, and cross-cultural understanding and peace building projects.
Some IVS projects address broad community needs, while others focus on specific
groups, such as children or the elderly, HIV patients or people living with disabilities,
indigenous or minority communities, or the rural poor.
Case studies suggest that IVS programs are particularly useful in the areas of
teaching English or other languages and literacy (Chelikani & Khan, 1990), and
providing health care (Said, 2007a). There are also civic roles for volunteers in mediating
local conflicts (Spence, 2006; UNDP, 2003; Werna & Schneider, 2006), promoting
peace-keeping efforts (Capeling-Alakija, 2001), and overseeing elections (Said, 2007b).
International volunteering is increasingly adopting a development-centered
approach focusing directly on capacity-building within communities (Greenwood, Vo, &
My, 2005; Leigh, 2005; Rockliffe, 2005). Volunteers engage local residents in
development projects, improve organizational relations within the community, and
provide forums for sharing viewpoints on issues of mutual concern (M. S. Sherraden,
2007; M. S. Sherraden & Benítez, 2003). Sponsoring organizations describe the role that
volunteers have as “external catalyzing agents…in initiating and consolidating the
development process of communities, or accelerating what otherwise would have taken
much longer to evolve” (Werna & Schneider, 2006).
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Volunteer Impacts
Although few rigorous studies assess the impact of IVS on beneficiaries and host
communities, case studies and cross-sectional research indicate that international
volunteering and service has potential positive impacts on volunteers, beneficiaries, and
host communities, as well as on sending and hosting organizations. Below we summarize
the research findings, which are, at this time, more suggestive than definitive.
The impacts of IVS on the volunteers themselves have received the most attention
from researchers. Studies assess changes in volunteer perspectives and skills. Noteworthy
outcomes are that volunteers are living outside of their country and culture for the first
time, possibly learning another language and work skills, interacting with those who are
different in many ways from themselves, and usually engaging in demanding work. For
these reasons perhaps, the international service experience has been referred to as a
“turning point” in the life of volunteers (Fantini & Tirmizi, 2007; Starr, 1994).
A few of the multiple benefits of IVS include cultural awareness and an emerging
global consciousness (Fantini & Tirmizi, 2007; Hammer, 2005; Jones, 2005; Purvis,
1993; M. S. Sherraden, 2001, 2007; Sternberger, Ford, & Hale, 2005; Williams, 1991);
development of leadership skills and organizational abilities (Grusky, 2000; Jones, 2005);
language, communication and problem-solving skills; and the ability to work effectively
with different cultures (Fantini & Tirmizi, 2007; Hammer, 2005; M. S. Sherraden &
Benítez, 2003). Service overseas may be particularly useful in developing critical
thinking skills “due to the ways in which culture, language, religion, and beliefs are
under constant challenge in foreign settings” (Kraft, 2002: 308).
IVS also has positive effects on employability. A survey of 516 managers and 100
returned volunteers found that 94 percent of employers agree that long-term IVS
broadens skills and experiences, 48 percent believe it increases employability, and 67
percent believe that returned volunteers bring unique skills and experiences to their
organization such as increased confidence, breadth of experience, ability to manage
diversity, and greater flexibility (Cook & Jackson, 2006). The same study reports that 80
percent of volunteers believe they gained skills through long-term service overseas that
they would not have acquired if they had not gone abroad. These benefits are reported to
be a major motivation for volunteering abroad (Grusky, 2000; Jones, 2005). Additional
studies have confirmed the impact of service on skill development and employability,
particularly for disadvantaged youth (EVS, 1999; IVR, 2002, 2006; Spring, Dietz, &
Grimm, 2007).
Much like national service, IVS appears to create a “virtuous circle” of service
and civic engagement. Volunteers participating in any type of intensive civic service are
more likely to participate in other service experiences both at home and abroad (IVR,
2002; Jastrzab et al., 2006; Manitsas, 2000; Rockliffe, 2005). In a study of 118 young
international volunteers, 69 percent reported previous volunteer experience, compared to
only 37 percent of non-volunteer young adults in the same population (Rehberg, 2005).
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These effects may be particularly strong for those volunteers from disadvantaged or low-
income backgrounds (Spring et al., 2007).
Not only are volunteers more engaged in their home communities upon returning
(EVS, 1999), but they also report having a more global perspective on local issues
(Purvis, 1993). Through their work in foreign settings, these volunteers also may gain a
greater understanding of the interdependence of social, economic, and political
institutions globally (McBride, Sherraden, Benítez, & Johnson, 2004). They report being
more informed about minority group issues and immigrant populations and having
greater motivation to enter fields focused on social and economic development as a
career (Fantini & Tirmizi, 2007; Grusky, 2000; Law, 1994; M. S. Sherraden, 2007).
The effects on returned volunteers may also be evident in volunteers’ home
communities. According to research from Voluntary Service Overseas, a large IVS
program based in the United Kingdom, former volunteers promote cultural understanding
by dispelling myths about foreigners, sparking dialogue about disadvantaged populations,
explaining the importance of local and global interdependence, and encouraging global
action. Returned volunteers have accomplished this by linking their home communities
with international schools and communities; beginning community-action days to raise
awareness of global issues such as AIDS, fair trade, and world poverty; setting up photo
exhibitions; and organizing their communities around local issues (VSO, 2006).
Although there is less attention in the research to community impacts, case
studies suggest that IVS also makes a contribution to the communities they serve by
promoting public education and health, enhancing community relations and social
capital, and encouraging economic development (Greenwood et al., 2005; IVR, 2002;
Lopes & Theisohn, 2003; Mayer, 2003; Peace Corps, 2007a; Pratt, 2002; Raad, 2007;
Salomon, Anheier, List, Toepler, & Sokolowski, 1999; UNV, 2004). A short survey of
experts representing corporate volunteer programs indicates that nearly half of the
benefits derived from international corporate service are perceived to have direct social
or community impacts (Hills & Mahmud, 2007). Likewise, 40 percent of volunteers in
another study agreed that long-term service is useful as a tool for community
development (Cook & Jackson, 2006).
Effective International Volunteering and Service
The degree to which international volunteering and service achieves positive
outcomes is related to how the service program is structured. In our review of IVS
research, we identify three approaches that promote effectiveness, including cross-
national and cross-cultural partnerships; volunteer selection and management; and
inclusion of all potential volunteer groups.
Cross-national and Cross-cultural Partnerships
IVS is by its nature a multilateral and cross-cultural endeavor among the
participating volunteers, communities, organizations, and nations. Research suggests that
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active collaboration on the part of each may lead to more effective service programs and
more positive outcomes for volunteers and their hosts (EVS, 1996; Keesbury, 2003; M.
S. Sherraden, 2007; Spence, 2006; UNDP, 2003). A study by the US Agency for
International Development indicates that when international service programs integrate
host organizations and communities into the design and delivery process they are more
successful at achieving goals for all involved (Keesbury, 2003). Although sending and
hosting organizations typically share placement costs, host organizations often invest
considerable resources in facilitating volunteer placements by matching volunteer
interests and community needs, volunteer training and orientation, and on-site monitoring
(Keesbury, 2003; Smith, 2004). A sending country bias may result in volunteers who
seek personal benefit over service, and a host country bias may lead to unfulfilling
experiences among volunteers. Therefore, it is important that both host and sending
organizations are included in planning and delivery. Involving host communities in the
process also increases ownership of the work and empowers residents to invest in local
projects (M. S. Sherraden, 2007).
Working closely with the host community can also build on local skills, ensuring
that service delivery is adapted to local circumstances, and minimizing dependence on
sending organizations (Devereux, 2006; Morgan, 2002; Pratt, 2002). Mutual
collaboration also plays a significant role in creating trust. When organizations and
residents in host communities perceive volunteer motives as altruistic and aligned with
the goals of the host communities, trust is established that helps communities participate
more fully in the development process (Keesbury, 2003; Spence, 2006; UNDP, 2003).
Involving the host organization is also a necessary step in assessing community
needs. According to the United Nations Development Program (2003), creating a mix of
volunteer and community contributions maximizes the impact of international volunteers.
“Demand driven” placements are most effective when volunteers do not replace activities
that could otherwise be accomplished by local citizens (Keesbury, 2003). Where host
community needs are not taken into consideration, volunteers serving overseas may
supplant existing or potential jobs in host communities (EVS, 1996).
Determining the role of the volunteer and the length of placement that will best
serve the needs of the community should also be done in partnership. Some research
suggests that length of volunteer placement may be best matched to certain types of
projects and community goals. Although shorter and longer types of placements can both
increase cross-cultural understanding, achieving development impacts for the host
communities may be more likely when programs are invested in the community for the
long-term (Devereux, 2006; Gilfillan, forthcoming; Jones, 2005). Notably, short-term
service programs may also have a long-term impact when projects are sustained in host
communities over long periods.
One advantage of longer-term placements is that volunteers have a greater chance
to integrate into the communities where they are located, thereby creating trust and
networks and increasing mutual understanding (Devereux, 2006; Werna & Schneider,
2006). This approach has great potential to mediate conflict, increase accountability, and
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provide information to otherwise disconnected communities and administrations
(Keesbury, 2003; Spence, 2006; UNDP, 2003).
Volunteer Selection and Management
Volunteer selection and management affect program success. This includes the
entire process, from recruitment and selection to training, placement, and follow-up.
From the beginning, it is important to match the volunteer’s background, motivations,
and skills to the volunteer role. Rigorous screening helps ensure that volunteers are safely
prepared for the work, have a good understanding of the commitment, and are positively
received by the host community (Grossman & Furano, 1999). Careful screening may also
influence length of service and personal satisfaction with a volunteer project (Cnaan &
Cascio, 1999).
Orientation and training are crucial, whether it be orientation to the work and
culture or language training (Frey, Ribustine, & Stringham, 1994). Orientation may also
help educate volunteers about differences in cultural practices and strategies for action.
Knowledge about the host country, its history, and its geopolitical relationships may help
volunteers adapt successfully to their service placements (Engel, 2006). As a result, they
may be more productive and gain more from the experience.
Although language ability is not a prerequisite for many programs, the ability to
communicate effectively builds relationships with local residents. (Keesbury, 2003; Law,
1994; Lutyens, 1997). Although translators may be available, a basic understanding of
the local language and a willingness to learn may be important factors in successful
volunteer experiences (Keesbury, 2003). Programs should weigh the benefits and costs of
language training prior to and concurrent with service.
A volunteer’s reentry into her or his home country and “pre-service” life should
be considered an important aspect of the international service experience. As a result of
cross-cultural immersion, volunteers gain knowledge of the world and frequently change
their perspectives. They may find their new perspectives difficult to articulate and apply
to the next phase of their life. Volunteers report that a network of continued support is a
component of a successful IVS experience (Law, 1994; Rolles, 1999). This support can
range from service alumni groups sponsored by the sending organization to formal
opportunities to reflect on and share their experiences. Follow-up training may help to
capitalize on volunteers’ newly acquired skills and integrate their foreign experiences
with roles in their local communities. This is particularly important when the length of
service is long-term and reentry may be more difficult (Williams, 1991).
Inclusion of All Groups
The potential benefits of IVS to the volunteer in terms of personal growth,
development, and career potential suggest the importance of making certain that
everyone who wishes to engage in IVS has the opportunity. Unfortunately, as the profile
of Americans serving abroad suggests, IVS fails to reach many. Economic status, race,
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ethnicity, age, and disability may represent significant barriers to service overseas (IVPA,
2006; IVR, 2006; Sygall & Lewis, 2006). A survey of 98 organizations and 203
volunteers identified a number of barriers to IVS in that persons with disabilities were
under-represented, and volunteer opportunities were prohibitively expensive for those
with low-income (IVR, 2006). Inclusion of all sectors of society in IVS requires support,
outreach, and flexibility (McBride, 2007).
Economic support for volunteers is a crucial factor in expanding access to IVS.
Although some service programs may be cost-effective (Jastrzab et al., 2006; Perry &
Thomson, 2007), they are not free. Along with planning and delivery, both the sending
and host organizations must screen, train, and follow-up with volunteers to ensure that
they have successful experiences overseas, and that the local communities receive the
services and outcomes they seek. As such, most IVS programs require volunteers to pay
for some part of the experience. There are significant opportunity costs involved in
volunteering, especially for low-income volunteers. Financial support is a key strategy to
promote inclusion. The stipends, which are a main feature of the Global Service
Fellowships, will expand the opportunity of serving internationally to more Americans.
In addition to defraying the costs of IVS, outreach strategies can help change the
profile of Americans who volunteer internationally. Attention should be paid to
marketing and recruitment practices that could facilitate inclusion of underrepresented
groups in IVS. Research on volunteer recruitment indicates that one of the most
significant ways to increase volunteering is to directly ask individuals to participate
(Anheier & Salamon, 1999; Musick, Wilson, & Bynum, 2000; Rehberg, 2005; Spring et
al., 2007). Across all forms of volunteering, individuals tend to learn about volunteer
experiences through informal means—typically from someone like themselves talking
about their experiences (Wilson, 2000). Returned volunteers often inspire others to
participate—thereby playing a potentially important role in recruitment of a more diverse
volunteer base.
Experiences from international placement programs in Europe suggest that
volunteers from disadvantaged backgrounds often experience a “shock effect” and return
with a more concrete vision of their worth to society (Adams, Dienst, Schroer, &
Stringham, 1996; AVSO, 2003). As they serve in far-away communities, disadvantaged
volunteers tend to disassociate themselves with negative labels and stereotypes, develop a
strong sense of self-reliance and autonomy, and experience “role-reversal” that
empowers them to provide support in ways that are rarely possible domestically. Those
who typically feel excluded in their home community may gain a sense of participation
and contribution by serving abroad (IVR, 2006).
In particular, racial and ethnic inclusion is a major challenge going forward.
Through IVS, persons of color have potential to challenge preexisting stereotypes in the
communities they serve, to be influential role models within ethnically diverse
communities, and to bring unique insight from their backgrounds into their volunteer
placements (Sharma & Bell, 2002; Spring et al., 2007). Speaking of his experience in
Nicaragua, one returned Peace Corps volunteer indicated, “They’ve had Peace Corps
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Volunteers before, but I’m the first African American. The high school director…realizes
how beneficial it is for black children to have black role models” (Peace Corps, 2005b).
Development of the volunteer role with inclusion of a specific group in mind may
be needed as well. Research with older adult volunteers suggests that flexibility in the
role requirements is important (Morrow-Howell, Hinterlong, Sherraden et al., 2003). For
example, shorter-term placements may be needed to integrate the influx of older adults
who have interests in volunteering abroad (McBride, 2007). Older adults are also most
likely to prefer placements that utilize their skills and previous work experience (Foster-
Bey, Grimm, & Dietz, 2007).
Conclusion
In this research brief, we demonstrate the scope and prevalence of international
volunteering and service worldwide, focusing on US volunteers in particular. In this
globalized world, crossing borders in service to humanity is both increasingly possible
and desirable.
International service has a rich history in the United States. Research suggests,
however, that this opportunity may only exist for some Americans. The Global Service
Fellowship bill reinforces this American tradition by expanding access to international
volunteering and service, and meeting the current desire of the citizenry to be a positive
force in the world (Caprara et al., 2007).
This legislation is an investment that is expected to reap multiple benefits. In
addition to positive effects for beneficiaries, communities, and countries in which the
Global Service Fellows will serve, these US volunteers will also be changed. Volunteers
will increase their understanding of other cultures, learn new languages, and build new
skills. In these ways, the Global Service Fellows will return to the United States better
prepared to function in and contribute to their own communities, the nation, and the
world.
The infrastructure for international volunteering and service is in civil society,
through America’s nonprofit and faith-based organizations. This legislation supports this
infrastructure, expanding the capacity of civic action and oversight to channel citizen
effort overseas.
This research brief was supported by statistics collected by the US government.
The Current Population Survey annual volunteer supplement is a valuable source of data
about international volunteering. This supplement, using a nationally-representative
sample, provides a benchmark on international volunteering and service. Additional
questions on organizational affiliation and volunteer activities would provide the
information needed for more rigorous and systematic analysis of IVS.
In order to gain understanding of the effectiveness of international volunteering, a
demonstration evaluation of the Global Service Fellowship program should be funded.
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Of particular importance are longitudinal impacts and the effectiveness of efforts to
promote inclusion across all groups (gender, age, racial, ethnic, religious, educational,
and economic).
Research on international volunteering and service suggests positive impacts from
a Global Service Fellowship. Legislation providing $50 million annually for 10,000
Global Service Fellows each year would be a positive investment in our nation’s and the
world’s future.
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