Care leavers fulfil work goals

PROJECT

Drive Forward Foundation Mentoring Programme

FUNDING

Nearly £22,000 from the Berkeley Foundation for 2017/18

BACKGROUND

For seven years, the Drive Forward Foundation has been helping London care leavers develop the self-belief and aspirational thinking needed to break out of the "benefits trap" and into employment, through employability training, one-to-one support and internships with corporate partners. "But we found an awful lot of them dropping out of work or being dismissed within six months. We needed to address this," says head of mentoring Lucy Jacobs.

ACTION

The charity launched its in-work mentoring programme in July 2016, out of recognition that care leavers' support needs don't end on employment. After referral by leaving care teams and job centres, young people are matched with mentors from sectors they aspire to work in.

Mentors receive six hours of training over two evenings. First, consultant psychologist Alex Hassett helps them understand behaviour arising from neglect or trauma such as a heightened "fight or flight" reflex that may cause some young people to respond to critical feedback as a personal attack. "They may become overly defensive, or disassociate, thinking: ‘They believe I'm stupid and worthless'," explains Jacobs. Mentors are given guidance on building trust and in helping young people understand workplace behaviour and move on from past experiences. Cognitive behavioural therapy practitioner Sophie Hytner helps mentors develop communication and listening skills to help care leavers take on challenges and set goals.

Mentors meet mentees fortnightly for at least six months, with weekly phone or text "check ins". Jacobs describes them as a "personal cheerleader" for young people living alone without family contact. They also act as a non-judgmental sounding board, enabling care leavers to safely offload work worries or family issues affecting work, which "can be hard to explain to employers". Mentors' advice can cover life skills such as money management and they may also instigate further career development opportunities.

OUTCOME

Of 46 participants since July last year, 45 were still in employment after six months. This compares with a 42 per cent drop-out rate before the charity introduced in-work mentoring.

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