Last October, the John Lewis Partnership embarked on a journey towards integrating young care leavers into the workforce. Dame Sharon White, the outgoing chair, shares the progress made thus far and sheds light on how this initiative can serve as a blueprint for other recruiters seeking to tap into this often overlooked talent pool.
As the festive season approached last year, John Lewis unveiled a novel advertisement narrative, a departure from its usual traditional campaigns. This narrative underscored the journey of foster parents bracing themselves for the arrival of a new child, subtly illuminating the realities faced by many young individuals exiting the care system.
Dame Sharon White, the distinguished chair of the John Lewis Partnership, who has slated her departure for 2025, remarked that the ad was a “very unusual one” for the enterprise. Besides fostering brand discussions during the retail sector’s pivotal quarter, it was instrumental in heralding the inception of the Building Happier Futures programme, aimed at easing the transition of young care leavers into gainful employment.
Since its inception, the scheme has facilitated the employment of 22 individuals, leading to the launch of a unique product line named Made With Care. This line encapsulates the creative essence of several care leavers, with all proceeds being funnelled back into the programme.
Dame White elucidated the rationale behind targeting care leavers, linking it to the partnership’s enduring ethos of stepping in where the state’s efforts fall short. “Thousands of young people have come through the care system and their amazing talents aren’t always recognised,” she noted.
The plight of over 82,000 children in care in England is a pressing concern, with a significant number facing the grim reality of losing formal support upon turning 18, a phase often referred to as the care cliff. A 2019 report by the Department for Education unveiled that 39% of care leavers between the ages of 19 and 21 were not engaged in employment, education, or training, a stark contrast to the 12% rate among their peers.
Dame White acknowledged the hurdles faced by this demographic in transitioning to employment, underscoring the partnership’s resolve to provide the requisite jobs and skills.
The initiative resonates with the ethos of the Timpson Group, known for its policy of hiring ex-offenders. Dame White expounded on the ethical imperative for recruiters to broaden their scope, thereby aiding individuals from disadvantaged backgrounds in securing employment.
The narrative is gradually shifting within the UK labour market, with several firms including Social Pantry, Hays, easyJet, Halfords, and Axa, making strides towards inclusivity in their hiring practices, a move inspired by the existing vacuum in the labour market.
Dame White praised the remarkable attributes exhibited by the young individuals employed through the scheme, highlighting their commendable commitment, creativity, resilience, and retention levels.
However, the journey hasn’t been devoid of challenges. The initial phase saw a miscalculation in the training needs of those overseeing the scheme members, necessitating the introduction of specialised trauma training for managers, with about 300 individuals having undergone the training to date.
The story of Michael Archibald, a care leaver and budding artist who crafted the first product in the Made With Care range, accentuates the latent potential within care-experienced individuals. “Care-experienced people can be incredibly overlooked. If you just give them the same platform and level the playing field, they can show you their passion and determination,” he observed.
The positive trajectory of John Lewis’s initiative is a testament to the symbiotic benefits reaped from such inclusive employment strategies, serving as a viable model for other recruiters to emulate.