NHS: Belonging in White Corridors

Among the organized chaos of medical professionals in Birmingham, a young man named James Stokes moves with quiet purpose. His polished footwear whisper against the floor as he greets colleagues—some by name, others with the familiar currency of a “how are you.”

James displays his credentials not merely as a security requirement but as a declaration of inclusion. It sits against a pressed shirt that betrays nothing of the tumultuous journey that led him to this place.

What sets apart James from many of his colleagues is not immediately apparent. His demeanor reveals nothing of the fact that he was among the first beneficiaries of the NHS Universal Family Programme—an undertaking created purposefully for young people who have spent time in care.

“The Programme embraced me when I needed it most,” James says, his voice controlled but carrying undertones of feeling. His remark encapsulates the heart of a programme that seeks to revolutionize how the enormous healthcare system approaches care leavers—those frequently marginalized young people aged 16-25 who have graduated out of the care system.

The numbers tell a troubling story. Care leavers commonly experience greater psychological challenges, financial instability, shelter insecurities, and reduced scholarly attainment compared to their contemporaries. Beneath these impersonal figures are individual journeys of young people who have traversed a system that, despite genuine attempts, regularly misses the mark in offering the supportive foundation that molds most young lives.

The NHS Universal Family Programme, launched in January 2023 following NHS England’s pledge to the Care Leaver Covenant, represents a significant change in organizational perspective. At its core, it acknowledges that the complete state and civil society should function as a “communal support system” for those who have missed out on the constancy of a typical domestic environment.

A select group of healthcare regions across England have blazed the trail, developing structures that rethink how the NHS—one of Europe’s largest employers—can extend opportunities to care leavers.

The Programme is meticulous in its approach, initiating with comprehensive audits of existing procedures, forming governance structures, and securing senior buy-in. It acknowledges that successful integration requires more than good intentions—it demands tangible actions.

In NHS Birmingham and Solihull ICB, where James began his journey, they’ve developed a consistent support system with representatives who can deliver support, advice, and guidance on wellbeing, HR matters, recruitment, and EDI initiatives.

The traditional NHS recruitment process—rigid and often daunting—has been thoughtfully adapted. Job advertisements now focus on character attributes rather than extensive qualifications. Application procedures have been redesigned to address the specific obstacles care leavers might encounter—from missing employment history to struggling with internet access.

Perhaps most significantly, the Programme understands that beginning employment can pose particular problems for care leavers who may be navigating autonomy without the backup of parental assistance. Matters like transportation costs, identification documents, and bank accounts—assumed basic by many—can become significant barriers.

The elegance of the Programme lies in its thorough planning—from outlining compensation information to providing transportation assistance until that critical first wage disbursement. Even seemingly minor aspects like break times and workplace conduct are deliberately addressed.

For James, whose NHS journey has “revolutionized” his life, the Programme offered more than a job. It offered him a perception of inclusion—that intangible quality that emerges when someone feels valued not despite their background but because their unique life experiences improves the institution.

“Working for the NHS isn’t just about doctors and nurses,” James notes, his eyes reflecting the quiet pride of someone who has found his place. “It’s about a community of different jobs and roles, a team of people who really connect.”

The NHS Universal Family Programme exemplifies more than an job scheme. It functions as a powerful statement that institutions can evolve to embrace those who have known different challenges. In doing so, they not only alter individual futures but enhance their operations through the distinct viewpoints that care leavers contribute.

As James moves through the hospital, his participation subtly proves that with the right assistance, care leavers can succeed in environments once thought inaccessible. The embrace that the NHS has offered through this Programme signifies not charity but acknowledgment of untapped potential and the profound truth that all people merit a community that believes in them.