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 oxford shoes whisper against the floor as he acknowledges colleagues—some by name, others with the familiar currency of a “how are you.”

James wears his NHS lanyard not merely as institutional identification but as a symbol of acceptance. It sits against a pressed shirt that offers no clue of the challenging road that led him to this place.

What separates James from many of his colleagues is not obvious to the casual observer. His demeanor gives away nothing of the fact that he was among the first participants of the NHS Universal Family Programme—an effort created purposefully for young people who have been through the care system.

“I found genuine support within the NHS structure,” James says, his voice measured but tinged with emotion. His remark captures the essence of a programme that strives to reinvent how the enormous healthcare system perceives care leavers—those often overlooked young people aged 16-25 who have transitioned from the care system.

The numbers reveal a challenging reality. Care leavers frequently encounter higher rates of mental health issues, financial instability, shelter insecurities, and lower academic success compared to their contemporaries. Behind these cold statistics are personal narratives of young people who have navigated a system that, despite good efforts, frequently fails in delivering the stable base that shapes most young lives.

The NHS Universal Family Programme, launched in January 2023 following NHS England’s pledge to the Care Leaver Covenant, signifies a significant change in systemic approach. 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 security of a typical domestic environment.

Ten pioneering healthcare collectives across England have led the way, creating frameworks that rethink how the NHS—one of Europe’s largest employers—can extend opportunities to care leavers.

The Programme is detailed in its strategy, initiating with thorough assessments of existing practices, forming management frameworks, and securing senior buy-in. It understands that effective inclusion requires more than good intentions—it demands tangible actions.

In NHS Birmingham and Solihull ICB, where James began his journey, they’ve created a consistent support system with representatives who can offer assistance and counsel on wellbeing, HR matters, recruitment, and inclusivity efforts.

The standard NHS recruitment process—structured and often daunting—has been intentionally adjusted. Job advertisements now emphasize personal qualities rather than long lists of credentials. Applications have been reimagined to accommodate the unique challenges care leavers might experience—from missing employment history to struggling with internet access.

Maybe most importantly, the Programme acknowledges that beginning employment can present unique challenges for care leavers who may be handling self-sufficiency without the safety net of family resources. Matters like commuting fees, personal documentation, and financial services—assumed basic by many—can become significant barriers.

The brilliance of the Programme lies in its attention to detail—from outlining compensation information to helping with commuting costs until that critical first wage disbursement. Even ostensibly trivial elements like rest periods and workplace conduct are carefully explained.

For James, whose NHS journey has “transformed” his life, the Programme offered more than a job. It gave him a perception of inclusion—that ineffable quality that grows when someone senses worth not despite their background but because their particular journey improves the workplace.

“Working for the NHS isn’t just about doctors and nurses,” James notes, his eyes reflecting the subtle satisfaction of someone who has discovered belonging. “It’s about a collective of different jobs and roles, a family of people who genuinely care.”

The NHS Universal Family Programme represents more than an job scheme. It exists as a powerful statement that systems can change to welcome those who have navigated different paths. In doing so, they not only change personal trajectories but enrich themselves through the special insights that care leavers provide.

As James moves through the hospital, his presence quietly demonstrates that with the right assistance, care leavers can flourish in environments once considered beyond reach. The support that the NHS has offered through this Programme symbolizes not charity but acknowledgment of overlooked talent and the fundamental reality that everyone deserves a family that champions their success.