How to Design Corporate Volunteering for Global Teams

When companies first come to us asking about corporate volunteering, they often have the same concern: “This sounds great in theory, but we have people in twelve countries and half of them work from home. How does this actually work for us?”

It is a fair question. And honestly, it is the right one to ask, because designing a volunteering program that works across time zones, cultures, and work styles is genuinely hard. But it is not impossible. After working with global companies such as Salesforce and Zain to bring their volunteering programs to life, I have seen what separates the initiatives that thrive from the ones that quietly fade after the first event.

Here’s what I’ve learned…

Contents

• Start with alignment
• Rethink what “volunteering” looks like for a distributed workforce
• Find partners that scale with you
• Get leaders involved early and visibly
• Measure what matters, then talk about it
• What this looks like in practice

Start with alignment

The most common mistake I see is jumping straight to the “how.” Picking a date, finding a partner, sending a calendar invite. All before answering the “why.” A corporate volunteering program launched without clear organizational goals and real employee input will struggle to drive participation, let alone last.

Before anything else, ask: 

• What are we actually trying to achieve? 
• Is this about strengthening culture? Supporting ESG commitments? Building skills? Boosting retention? 

The answers here will help define everything else.

Just as important, ask your employees what they care about. Run a quick survey, host a focus group, tap into your ERGs. When people help to define the program, they are far more likely to show up. 

The sweet spot is where company goals and employee interests overlap.

Rethink what “volunteering” looks like for a distributed workforce

140 million volunteering hours go unused every year in the UK alone. 

And often, this is because they can’t find opportunities that fit their day to day. For global teams, this problem is even bigger.

Traditional volunteering, showing up in person at a set time and place, excludes a large part of your workforce by default. Remote employees, colleagues in different time zones, caregivers, and people with disabilities are often left out before the program even starts.

The solution is to build flexibility from the beginning. Offer a mix of in-person and virtual options, asynchronous activities alongside live ones, and opportunities that range from a 15-minute task to longer, skills-based projects. The more formats you provide, the more people you reach.

Find partners that scale with you

For global teams, choosing the right partner is one of the most important decisions you will make. You need a partner that can meet your employees wherever they are, both physically and culturally.

Strong partners share your values, offer programs with clear and visible impact, and can grow with you over time. One-off events can be useful, but the programs that drive the strongest engagement are built on ongoing, meaningful relationships.

One approach that works especially well for distributed teams is using platforms that let employees volunteer on their own schedule. Being able to pick up your phone, help someone in real time, and return to your day removes many of the usual barriers to participation.

Get leaders involved early and visibly

Even the best-designed program will struggle without visible leadership support. When managers and executives participate, not just endorse, it shows that volunteering is part of how the organization operates, not an optional extra.

This matters even more for global teams. Employees in different regions may wonder if the program is really meant for them or just something happening at headquarters. Local leadership visibility makes a big difference. If you can identify volunteer champions in different regions, people who are trusted and connected, they can drive momentum where central teams can’t always reach.

Measure what matters, then talk about it

Measurement is often treated as an afterthought, but it is what keeps a program credible and improving.

Participation rates show reach. Engagement surveys reveal whether corporate volunteering is improving morale and connection. Retention data can demonstrate real business impact. And employee stories bring all of that to life.

Once you have results, share them. Internal updates keep employees engaged and proud. Also, external reporting in your CSR or ESG communications shows stakeholders that your commitment is real.

What this looks like in practice

At Be My Eyes, we partner with global organizations across industries to deliver corporate volunteering programs that are simple to run and powerful in impact. Employees can take part from anywhere, answering live calls from blind and low-vision individuals and experiencing immediate, meaningful human connection.

There’s no travel required. No complex coordination across offices. Just a few minutes to make a real difference and create moments that employees remember long after the call ends.

And the impact goes beyond the individual interaction. Programs like these strengthen engagement, purpose, and connection across teams – all key drivers of employee motivation and performance.

If your team is ready to start making an impact, explore our corporate volunteering solutions at Be My Eyes. Or, for deeper insight into how volunteering drives employee engagement and business value, download our free eBook below.