Care-experienced young people in England are nearly three times more likely to be out of work than their peers, according to recent analysis, amid warnings that standard recruitment practices are locking thousands out of employment – an issue widely considered by campaigners to be a long-standing failure of the labour market to reach one of the most disadvantaged groups of young people.

Figures from the Office of National Statistics show that 40% of care-experienced people aged 19 to 21 are not in employment, education or training, compared with 12.7% of their non-care-experienced peers. While the exact figures fluctuate slightly year to year, the gap has remained stubbornly consistent for more than a decade.

Campaigners say the persistence of the rate – which has hovered between 38% and 41% since at least the early 2010s – suggests a structural problem that successive youth employment initiatives have failed to address.

The findings come at a time of renewed political focus on youth employment, following the launch of the Milburn review into social mobility and amid government commitments to expand work placements and reform skills funding through measures such as the Youth Guarantee and the Growth and Skills Levy. 

While such schemes aim to reduce youth unemployment overall, they often fail to reach those facing the steepest barriers to entering the workforce. Many employers say they want to support young people into work, however new research suggests that hiring processes often assume levels of stability, support and work history that care-experienced young people are far less likely to have.

Drive Forward Foundation, the Care to Career charity, has worked for more than 15 years to support care-experienced young people into sustainable employment and training, and supported more than 750 young people through its employment programme last year. It works with a range of employers across the public and private sectors to offer paid roles, mentoring and ongoing support. 

A survey of employers commissioned by the charity,  found that while more than eight in 10 said they would consider hiring care-experienced young people, relatively few adapt recruitment processes to account for non-linear work histories or gaps in CVs. Nearly half of employers said they never adjust job descriptions or recruitment language to remove unnecessary barriers, and one in four reported having no specific measures in place to support care-experienced candidates into work.

Employers commonly cited issues such as confidence, mental health challenges and limited work experience as obstacles. However, Drive Forward Foundation argues these concerns are often symptoms of wider circumstances beyond an individual’s control, including housing instability, financial pressure, caring responsibilities and the absence of family support networks that many young people rely on when starting work.

“Care-experienced young people are often assessed against assumptions that simply don’t reflect their lived reality,” said Russell Winnard, chief executive of Drive Forward Foundation. “When recruitment systems aren’t designed with this in mind, capable and motivated people are screened out before they ever get a chance.”

The research suggests that while some employers have invested in broad workforce initiatives, fewer have taken practical steps to adjust recruitment and onboarding processes in ways that would make a tangible difference for care-experienced applicants. The charity warns that this represents a missed opportunity at a time when many sectors are struggling to fill roles.

In response to its latest findings, the charity has published a new employer toolkit designed as a practical entry point for organisations looking to improve access to work for care-experienced young people. The guidance covers the full employment journey, from job advertising and recruitment to onboarding and retention, and draws directly on the charity’s delivery experience as well as feedback from employers and care-experienced young people themselves.

The toolkit is intended to help employers take first steps, while recognising that lasting change is most effective through deeper engagement and partnership. Winnard comments, “Small adjustments can make a real difference.  Working collaboratively with organisations that work closely with care experienced young people can help navigate barriers in a sustainable way, providing greater access to opportunity for an incredibly rich pool of talent”.

Winnard notes on the programme,  “Employers who adapted their practices often saw strong results. When businesses take a more flexible and informed approach, they don’t just change outcomes for young people – they strengthen their own workforce”.

The charity has successfully partnered  with over 40 employers to successfully integrate care-experienced young people, including John Lewis, Camden Council, Salad Kitchen, the Civil Service, Candyspace, and The Crown Estate. Where others might see risk, these are examples of  employers that understand that investing in young people is investing in a better future for us all. 

Sarah Scahill, Head of Learning and Employability for the John Lewis Partnership said:

“We are proud to have collaborated with the Drive Forward Foundation since launching our Building Happier Futures employability programme in 2022. At the John Lewis Partnership, we recognise that care experienced people can face barriers to employment through no fault of their own. As a business with a clear purpose to work in partnership for a happier world, we are committed to learning from the talents of people who have experienced the care system and remain dedicated to creating meaningful opportunities to thrive within our business.”

Drive Forward Foundation is calling on employers and policymakers to move beyond broad diversity statements and take more targeted action to address the barriers faced by care-experienced young people. They say the continued exclusion of care-experienced young people raises questions about how success is measured in national employment strategies.

“As attention returns to youth opportunity, the fact that outcomes for care-experienced young people have barely shifted in over a decade should be a warning sign,” Winnard concludes. “If policies and practices don’t change, the same young people will continue to be left behind – no matter how many initiatives are announced.”

ENDS

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Additional Quotes

Morgan Clarke: Head of Social Value at Etec Group

“Our partnership with the Drive Forward Foundation has enabled us to access a diverse pool of talented young people who are often underrepresented in the workforce. Through this collaboration, we have gained valuable insight into the challenges and needs facing young people today, allowing us to adapt our business model to better support young professionals seeking opportunities through Drive Forward.

With the current skills shortage, attracting and developing young talent is more important than ever for our growing team. Working closely with the Drive Forward team has proven to be extremely effective in helping us identify promising individuals whom we can mentor, support, and develop within our business”.

“Taking on a care-experienced young person has required a little more initial consideration to ensure that the right support structures are in place. However, in practice, we have not found that they require significantly more support than other young people entering the workplace. With the right onboarding, guidance, and an inclusive environment, they have integrated into the team just as successfully as any other employee.

Within our business, we are fortunate to have several team members who are care experienced themselves. This has created a greater sense of understanding and empathy across the organisation, as well as a strong culture of support. Being able to provide opportunities to young people who may not otherwise have access to them has been incredibly rewarding for us as a business. It feels particularly meaningful to give back in this way and to play a small role in helping talented young people build confidence, gain valuable skills, and progress in their careers”.

Notes to editors

Drive Forward Foundation is a charity dedicated to supporting care-experienced young people aged 16-26 in London into sustainable and fulfilling employment, education, and training. Since 2010, they have empowered thousands of young people to take control of their lives through meaningful careers and have developed a bespoke service package tailored to this group’s specific needs and requirements. Over the past decade, they have built a robust network of business partners offering exclusive training and employment opportunities, skilled volunteering and much more, thereby fostering social mobility and inclusive working environments.  

About the research

An online survey was conducted by WALR among 500 UK employers in decision-making roles, who work at a company with over 50 employees. Fieldwork took place between Friday 26th September – Tuesday 30th September 2025. Data has been collected adhering to MRS (Market Research Society) and ESOMAR guidelines to ensure ethical and accurate data collection. 

EMPLOYER CONTACTS:

Matt Simpson

Matt is the managing director of Candyspace, a business that designs and builds websites and mobile apps on behalf of the likes of ITV, Rolls-Royce, Mazda and Mars. His two daughters are adopted, with their own experiences of the care system, and he is committed to providing opportunities to others through the partnership with Drive Forward.

Story: EZ started working at Candyspace in 2023, first on a fixed term 10-months contract as a Web CMS assistant. He proved such an enrichment to the company, that he was offered a role as Project Coordinator in May 2024. Since then, EZ has been nominated for two Rising Star Awards. See Agency Business (final round) : Ergest Zejnelaj → NEED TO GET PERMISSION TO USE

Mark Evason

Mark heads up the operations at The Salad Kitchen and has been with the company for just over a year.  He recently worked for Cash do Frango and previously with TGI Friday’s. Mark worked in hospitality for 20 years and really enjoyed supporting the Salad Kitchen’s Youth Programme, providing young people (aged 18 to 25) who are care-experienced or at risk of homelessness with an introduction to working in the food industry.

Tom Walder

With almost a decade of experience as a youth work practitioner, Tom joined The Salad Kitchen with a background in complex casework and a person-centred way of working. He started as a team member before progressing to general manager and then head chef, giving him a clear view of how the business works at every level.

From this position, Tom recognised an opportunity to use the organisation as a platform for positive change, particularly for young people facing barriers to employment. With the support of the directors, this has led to the development of the Youth Programme – a dedicated employability initiative offering meaningful, supported work opportunities to care-experienced young people and those at risk of homelessness.

Morgan Clarke

Morgan Clarke is the Head of Social Value at Etec Group, with over eight years of experience delivering social value in the construction sector. She is committed to creating meaningful opportunities for people and communities, with a strong focus on social justice and equitable access to employment.

Over the past two years, Morgan has worked closely with Drive Forward Foundation, employing two care‑experienced young people and supporting six others through work experience placements. This partnership has strengthened her belief in the potential of care‑experienced young people and the valuable contribution they bring to any organisation.

Download our Inclusive Employer Toolkit!

This resource was developed with the support of care-experienced young people, employer partners and Drive Forward Foundation staff who contributed their time, insights and experiences through focus groups and consultations. Their perspectives and lived experience have shaped the guidance and recommendations throughout this toolkit.