Empowering Care Leavers in India: Creating Inclusive Workplaces

 INTRODUCTION

Care leavers refer to the youth who have transitioned out of care upon attaining 18 years of age after living in alternative care, primarily a Child Care Institution in India. Once they leave the childcare homes, they face several problems, including employability and workplace challenges. As has been evidenced by several studies and also emphasized in the Mission Vatsalya policy scheme of the Govt. of India, Aftercare is meant for all young persons who, during their childhood, have grown up in any form of Alternative Care and had to leave them upon attaining 18 years of age. This transition for a young person leaving the childcare setting and moving to independent living throws up various challenges and offers opportunities as they go through these situational and emotional changes. This transition period is delicate because if young persons remain unsupported during this time, opportunities available to them may be lost. Under this policy, state governments have to have an Aftercare program that provides them continued support for their education, giving them employable skills and placement, industry apprenticeship, loan support for starting a business, and places to stay to facilitate their reintegration into the mainstream of society. Such a plan may be preferably made when the child attains 16 years of age and implemented once she/he becomes 18 years of age.

In this blog, we will deeply understand the economic empowerment and workplace problems of care leavers in India.

 

WHY CARE LEAVERS MATTER?

Leaving care at 18 is a difficult journey for any young person as they have not been prepared for this. Most of them, due to their childhood experiences of trauma and other complex factors, are not able to excel in their academics or focus on their skills, and their inner healing is still far away. The absence of guidance and mentorship leaves them with increased pressure of accelerated transitions into adult life and a high risk of getting socially excluded. Overall, care leavers have fewer social chances to manage a successful transition to adulthood and are left with limited social and financial resources, social spaces, and very little lifetime available for development.

Upon turning 18, most care leavers are clueless about the future, and the situation turns even worse when such youths are unaware of the Aftercare provisions. On the confusion care leavers have about what to do in life on turning 18, a 21-year-old female  care leaver from Gujarat said:

“Actually, in my childcare home, we did not have clear ideas about what to do after leaving care. We were always confused and yearned for someone to guide us. Our staff keeps changing, and it is tough for us to trust any one person.” 

On another count, most care leavers end up struggling with mental health issues. The ‘Beyond 18’ report by Udayan Care, supported by UNICEF and Tata Trusts[1] found in 2019  that 61% of the care leavers face recurring emotional distress. Eventually, their talent remains untapped, and begins a series of hopelessness that negatively impacts their life.

 

CARE LEAVERS AND THE WORKPLACE PROBLEMS

A career is a major sphere of one’s life. Finding a job is challenging for most care leavers with compromised educational and skill attainment. But even as they manage this, upon entering a new job, care leavers often confront unfamiliar situations and the complexities of the workplace and face numerous challenges, such as a lack of confidence, difficulty socializing, and getting below-average jobs with low pay. Mostly, they feel unprepared to mainstream with their colleagues and workforce. 

The ‘Beyond 18’ report revealed that the average salary of care leavers is merely Rs 7500-Rs 8000, suggesting that most care leavers end up in entry-level or low-status jobs. Adding to their challenge is the discrimination they face in their workplace. Many care leavers have also admitted to having encountered it during the hiring procedures.

The situation doesn’t change much after getting a job. Since care leavers often struggle with financial issues, quitting jobs is not an option for them. They have to keep facing tough environments. Such discrimination disappoints them and instills a feeling of inferiority, which is sometimes very hard to overcome. Care leavers often face socialization challenges, causing unease in team interactions. Many struggle to find motivation in their professional lives, sometimes feeling that quitting is their only option during tough times. This frustration can lead to involvement in unacceptable behaviors. Consequently, care leavers are at a higher risk of engaging in criminal activities.[2] 

This is why encouragement and empathy toward care leavers are vital for care leavers and maintaining an empowering work culture. 

 

ESSENTIAL CHANGES REQUIRED AT WORKPLACE

While some organizations are doing commendable work with care leavers and turning them into their mentors and families, others need to pay more attention to this critical issue. The need of the hour is to create thriving workplaces and empowering work cultures where care leavers feel authorized and comfortable. It is easy to do this!

Supporting care leavers in becoming resilient citizens of society is everyone’s responsibility. In any workplace, the HR team and reporting managers need to show greater empathy toward care leavers and intervene whenever they deem necessary. Some care leavers have stated that their work colleagues were misbehaving toward them and that they could not share it with anyone. Such issues must come to HR managers so that they can understand the reason and offer support. A 19-year-old care leaver from Maharashtra highlights the need for support in the following way. 

“I experienced different challenges and opportunities on a daily basis and I feel when someone is under so much pressure, the person will not be able to do it alone and needs support at multiple levels.”

Creating inclusive workplaces begins with implementing inclusive recruitment strategies. A workplace that promotes equality and creates a comfortable environment for everyone to share their concerns freely empowers everyone involved. For supporting care leavers, doors can be opened for internships, apprenticeships, OJTs, and part-time or full-time jobs. Through such changes in the workplace, we can make a better and more nurturing work culture. We have several organizations that give preferential job offerings to care leavers.[3]   

CONCLUSION

A job is not just a job; it is a lifeline for care leavers; therefore, the problems faced by care leavers at workplaces must be addressed. According to the ‘Beyond 18’ report, 48% of all care leavers do not have an independent source of income. This is also why nurturing those who are working is important. Some care leavers have mentioned their manager’s support as a major career highlight, while many have stated otherwise. It is the responsibility of managers to provide additional support to care leavers. Merely understanding them and their issues can go a long way in their lives. It is when companies and employers need to take affirmative action to make thriving workplaces for care leavers. Care leavers count, and we must do our bit to bring about this change. 

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