Matt Harvey reports back from the July IOR Industry Skills Alliance Meeting on a talk given by Becci Walker focused on the Care Leaver Covenant and the importance of inclusive employment practices.

"The presentation introduced care experience as a broad term encompassing individuals who have spent time in local authority care, including looked-after children, care leavers, kinship care arrangements and those with lived experience of the care system.

A key definition highlighted during the session was that a care leaver is typically someone who has been in local authority care for a minimum of 13 weeks spanning their 16th birthday. This definition was used to contextualise the scale of the cohort and the importance of targeted support mechanisms.

The Care Leaver Covenant was presented as a national initiative designed to support employers, education providers and public sector organisations in offering meaningful employment, training and development opportunities for care experienced individuals. With over 700 organisations signed up and more than 1,100 care leavers registered on the Connects platform, the Covenant represents a significant national framework for improving outcomes for this group.

The presentation emphasised that care leavers often face additional barriers to employment, including lack of stable networks, limited access to early career guidance, and challenges associated with independent living. As a result, employers play a critical role not only in offering employment opportunities but also in providing holistic support structures.

Case studies were presented to demonstrate best practice in this area. Examples included organisations such as G4S and GMI Construction, which have implemented tailored recruitment pathways for care leavers. These include guaranteed interview schemes, mentoring support, assistance with CV development and interview preparation, and ongoing workplace support beyond initial recruitment.

A particularly powerful example shared during the session was the case of an individual care leaver whose employment journey demonstrated significant resilience and personal development. This case highlighted how lived experience can translate into valuable workplace competencies such as situational awareness, communication skills, decision-making under pressure, and emotional resilience.

The presentation also explored the concept of “care experienced” as a positive identity rather than a limiting label. It was emphasised that individuals with care experience often bring unique strengths to the workplace, particularly in roles requiring adaptability, problem-solving and interpersonal awareness.

From an employer perspective, participation in the Care Leaver Covenant was positioned not only as a social responsibility initiative but also as a practical workforce development strategy. Employers were encouraged to recognise the untapped potential within this talent pool and to consider how recruitment processes can be adapted to remove unnecessary barriers.

The session concluded by reinforcing that inclusive employment practices are essential for building a diverse and resilient workforce. By actively engaging with care experienced individuals, employers contribute to both social value outcomes and long-term workforce sustainability."

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