Just recently, a panel member shared her view that all social workers should spend time fostering. Her perspective was shaped by her own experience of growing up as a birth child in a foster family.

While it is difficult to imagine how such an approach could be implemented in practice, the sentiment behind it is compelling. As we know, asking how long a child will stay in a foster placement is like asking how long a piece of string is. In my experience, what began as a three-month emergency placement for a nine-year-old ultimately became a 20-year relationship. It was challenging - but it also underlined the depth and complexity of the fostering role.

Before establishing the independent fostering agency (IFA) I am now part of, I observed that some of the most effective social workers were those who had direct experience as foster carers. They brought a depth of understanding that went beyond theory or policy - they understood the lived reality of fostering.

Alongside my current work, I have been engaging with local MPs and sector bodies, including NAFP, to advocate for change. In particular, I would like to see improvements in how allegations against foster carers are managed. However, this blog focuses on another issue that has significant implications for recruitment and retention: the culture of how foster carers are regarded and spoken to within the system.

While many social workers demonstrate excellent practice, there remain instances where foster carers are described or treated in ways that are dismissive or undermining. Phrases such as “just a foster carer” or “just do as you are told - you are a foster carer” are not only unhelpful, but risk damaging professional relationships. Equally concerning are situations where experienced foster carers—sometimes after many years of caring for children—are excluded from decision-making processes or not invited to key professional meetings.

These issues are not simply matters of tone; they directly affect retention. Foster carers who do not feel respected, included or valued are less likely to continue in the role—at a time when the sector can least afford to lose them.

If we are to strengthen recruitment and retention, training must go beyond technical competence. Of course, social workers need a strong grounding in theory, legislation and regulatory frameworks. But they also need to develop a clear understanding of values, ethos and culture—particularly in their engagement with foster carers.

This includes recognising foster carers as key members of the professional team, valuing their insights, and communicating with them in a respectful, collaborative manner. It also means understanding the realities of the role: foster carers do not “clock off” at 5pm - they provide care 24 hours a day, 365 days a year.

In response, we have sought to take practical steps within our own organisation.

We have supported a number of our social workers to become Practice Educators and now work in partnership with four universities, offering placements to students undertaking both their 70-day and 100-day practice requirements. To date, over 100 students have completed placements with us.

Our aim is not only to support students in achieving their qualifications, but also to expose them to what is often referred to as the “hidden curriculum”: the values and behaviours that underpin effective practice. This includes fostering a culture of respect, openness, and collaboration-avoiding hierarchical approaches and encouraging active listening and shared learning.

Encouragingly, a number of these students have gone on to join us as qualified social workers.

Building on this, we registered as an apprenticeship provider three years ago. Our first apprentice has now completed their degree - the only member of their cohort to achieve an honours pass - and is working full-time as a supervising social worker. A second apprentice is about to complete their MA in Social Work, and we are planning to support a further four apprentices this year.

Notably, several applicants to our apprenticeship programme have come with prior experience as foster carers. This raises an interesting possibility: while it may not be feasible for all social workers to foster, there may be real value in creating more pathways for those with fostering experience to enter the profession. Maybe we can make the panel members' thinking a reality.

In a sector facing ongoing challenges in recruitment and retention, we must continue to think creatively and act practically. Embedding a culture of respect, inclusion and partnership with foster carers is not an optional extra - it is central to building a sustainable and effective fostering system.

Phoenix Community Care