NHS: Belonging in White Corridors

Within the bustling halls of an NHS hospital in Birmingham, a young man named James Stokes navigates his daily responsibilities with subtle confidence. His smart shoes barely make a sound as he acknowledges colleagues—some by name, others with the universal currency of a “hello there.”

James carries his identification not merely as a security requirement but as a declaration of belonging. It hangs against a well-maintained uniform that betrays nothing of the challenging road that brought him here.

What distinguishes 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 beneficiaries of the NHS Universal Family Programme—an initiative created purposefully for young people who have been through the care system.

“I found genuine support within the NHS structure,” James explains, his voice controlled but carrying undertones of feeling. His statement summarizes the core of a programme that aims to revolutionize how the enormous healthcare system views care leavers—those frequently marginalized young people aged 16-25 who have graduated out of the care system.

The numbers paint a stark picture. Care leavers frequently encounter greater psychological challenges, money troubles, shelter insecurities, and lower academic success compared to their contemporaries. Behind these impersonal figures are individual journeys of young people who have maneuvered through a system that, despite genuine attempts, frequently fails in providing the stable base that molds most young lives.

The NHS Universal Family Programme, initiated in January 2023 following NHS England’s pledge to the Care Leaver Covenant, signifies a profound shift in systemic approach. At its core, it recognizes that the whole state and civil society should function as a “communal support system” for those who haven’t known the stability of a conventional home.

Ten pathfinder integrated care boards across England have blazed the trail, creating systems that rethink how the NHS—one of Europe’s largest employers—can create pathways to care leavers.

The Programme is thorough in its strategy, initiating with thorough assessments of existing policies, creating governance structures, and securing senior buy-in. It recognizes that successful integration requires more than lofty goals—it demands practical measures.

In NHS Birmingham and Solihull ICB, where James started his career, they’ve created a regular internal communication network with representatives who can provide help and direction on wellbeing, HR matters, recruitment, and EDI initiatives.

The conventional NHS recruitment process—formal and possibly overwhelming—has been thoughtfully adapted. Job advertisements now highlight character attributes rather than long lists of credentials. Application processes have been reconsidered to accommodate the particular difficulties care leavers might experience—from lacking professional references to having limited internet access.

Possibly most crucially, the Programme understands that entering the workforce can present unique challenges for care leavers who may be handling self-sufficiency without the support of family resources. Concerns like transportation costs, proper ID, and bank accounts—taken for granted by many—can become major obstacles.

The brilliance of the Programme lies in its meticulous consideration—from outlining compensation information to providing transportation assistance until that critical first salary payment. Even seemingly minor aspects like coffee breaks and professional behavior are carefully explained.

For James, whose professional path has “changed” his life, the Programme delivered more than employment. It gave him a perception of inclusion—that intangible quality that emerges when someone feels valued not despite their past but because their particular journey improves the workplace.

“Working for the NHS isn’t just about doctors and nurses,” James notes, his gaze showing the subtle satisfaction of someone who has discovered belonging. “It’s about a family of different jobs and roles, a family of people who truly matter.”

The NHS Universal Family Programme represents more than an work program. It functions as a bold declaration that systems can evolve to embrace those who have experienced life differently. In doing so, they not only alter individual futures but enhance their operations through the special insights that care leavers contribute.

As James moves through the hospital, his participation subtly proves that with the right support, care leavers can flourish in environments once thought inaccessible. The embrace that the NHS has offered through this Programme signifies not charity but recognition of untapped potential and the essential fact that all people merit a support system that supports their growth.