Employers and Care Leavers

Employing Care leavers: Unlocking Potential and Driving Social Change

Care leavers are young people aged 16 to 25 who have been in the care of a local authority. Sadly, they are often a forgotten group within society. Unlike many of their peers, care leavers typically enter adulthood without the support of a stable family network. This lack of a safety net can lead to significant challenges, including housing instability, financial insecurity, and lower employment rates.

For care leavers, employment is more than just a source of income; it’s a vital stepping stone towards independence, confidence, and a sense of belonging. A job can offer structure, purpose, and the opportunity to build a future. That’s why employer support is not only important – it’s transformative.

Understanding the Barriers

Care leavers often face a unique set of challenges when trying to access and succeed in the workplace:

• Limited networks or mentors – Without family or community connections, finding opportunities can be difficult.
• Lack of exposure to professional environments – Many come from backgrounds where careers or higher education aren’t the norm.
• Gaps in education or employment history – These are sometimes misread as a lack of ambition or capability.
• Mental health challenges or trauma – Past experiences can affect confidence and wellbeing.
• Housing and transport instability – Even getting to work can be a major hurdle.

We recently spoke with Pure Insight, a charity based in Stockport that provides dedicated support to care leavers. Their insight highlighted how employers can make a meaningful difference by adopting trauma-informed practices and fostering genuine human connection, two things that can help care leavers not just survive but truly thrive.

At Cornerstone Resources, I’ve been able to be open about the fact that I’m a care leaver myself, having left the care system just over a decade ago. My own journey has given me a personal understanding of the barriers that care experienced people can face in the workplace, from stigma to a lack of tailored support. Through our collaboration with Pure Insight on this blog, we hope to raise awareness of this often-overlooked group. Many care experienced individuals may already be part of your workforce but choose not to disclose their background due to fear of judgement or stereotyped assumptions.

Care leavers are a hidden population within the wider EDI landscape, and there’s a strong case for employers to actively welcome care experienced individuals into their organisations. Partnering with charities like Pure Insight can create meaningful opportunities for both young people and employers, fostering relationships that are not only impactful but often life changing.

So… Why Hire Care Leavers

Hiring care leavers isn’t just a compassionate choice – it’s a smart one. Here’s why:

• Untapped potential: Many care leavers develop resilience, independence, and adaptability from a young age.
• Unique perspectives: Their lived experiences bring fresh insights and determination to the workplace.
• Commitment to DEIB: Supporting care leavers demonstrates a genuine commitment to diversity, equity, inclusion, and belonging.
• Positive social impact: Employment helps break cycles of disadvantage and promotes social mobility.
• Brand reputation: Organisations that champion care leavers appeal to socially conscious customers and employees.
• Rewarding experience: Supporting care leavers can be life-changing for them and enhances the teams they join.

Supporting care leavers is a form of social enterprise; you are giving someone a better chance at life. And the skills you build through trauma-informed, people-first practices are transferable across your entire workforce. Supporting care leavers helps you support everyone better.

I’ve experienced both the challenges and the discrimination that can come with this label. But I’ve also seen how the right support can transform lives. Employers have the power to be part of that transformation.

Ok, what could you do? Small actions that create big opportunities!

Pre-Employment Support

Creating pathways into work can start before the job offer:

• Partner with local authorities or charities: Organisations like Pure Insight offer mentoring, work experience, and support.
• Simplify job applications: Use clear, jargon-free language.
• Reduce interview anxiety: Offer coaching or informal meet-and-greets.

Recruitment and Onboarding

A care leaver-friendly recruitment process may include:

• Flexibility with qualifications: Focus on potential, not just experience.
• Guaranteed interviews: Some employers already offer this, consider joining them.
• Workplace buddy system: A mentor, ideally someone with lived experience, can make a huge difference.

In-Work Support

Once hired, care leavers benefit from:

• Regular check-ins and clear communication: Build trust and understanding.
• Sensitivity to personal circumstances: Many won’t have a safety net to fall back on.
• Mental health support: Access to employee assistance programmes is helpful but having wellbeing checks as part of your 1:1’s is also a great opportunity.
• Guidance on workplace culture: Help with things like dress codes, professionalism, and understanding payslips can ease the transition.

Care leavers are often incredibly willing and grateful to be invested in. That sense of accomplishment and belonging brings a fresh energy to teams and enhances company culture in ways that can be deeply meaningful.

Progression and Development

Support shouldn’t stop at the first job:

• Training and development: Encourage growth and learning.
• Celebrate milestones: Recognise achievements, big and small.
• Career planning: Help care leavers envision and work toward long-term goals.

Creating a Care Leaver Friendly Culture

To embed lasting change:

• Sign the Care Leaver Covenant: Show your commitment publicly.
• Train managers and HR teams: Use trauma-informed approaches.
• Share success stories: Inspire others and challenge stigma.

At Cornerstone Resources, people have always been at the heart of our approach. We offer a range of support not just for care leavers, but for EDI more broadly. This includes training, resources, and tools like the Privilege Walk, which helps teams better understand their colleagues and bring their whole identities into work.

Final Thoughts

Supporting care leavers isn’t just about giving someone a job; it’s about giving them a chance. It’s about recognising potential, breaking down barriers, and building a future where everyone has the opportunity to thrive.

If you’re an employer, HR professional, or team leader, I encourage you to take that first step. You might just change a life and enrich your organisation in the process.