NHS: Belonging in White Corridors

In the sterile corridors of Birmingham Women’s and Children’s NHS Foundation Trust, a young man named James Stokes moves with quiet purpose. His oxford shoes move with deliberate precision as he exchanges pleasantries with colleagues—some by name, others with the universal currency of a “good morning.”

James displays his credentials not merely as institutional identification but as a testament of inclusion. It sits against a well-maintained uniform that offers no clue of the challenging road that led him to this place.

What distinguishes James from many of his colleagues is not visible on the surface. 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 experienced life in local authority care.

“It felt like the NHS was putting its arm around me,” James says, his voice steady but carrying undertones of feeling. His remark encapsulates the core of a programme that aims to transform how the enormous healthcare system perceives care leavers—those vulnerable young people aged 16-25 who have emerged from the care system.

The numbers reveal a challenging reality. Care leavers commonly experience higher rates of mental health issues, money troubles, housing precarity, and lower academic success compared to their peers. Underlying these clinical numbers are personal narratives of young people who have traversed a system that, despite genuine attempts, frequently fails in providing the supportive foundation that shapes most young lives.

The NHS Universal Family Programme, initiated in January 2023 following NHS England’s promise to the Care Leaver Covenant, embodies a significant change in institutional thinking. At its heart, it accepts that the whole state and civil society should function as a “universal family” for those who haven’t experienced the stability of a conventional home.

A select group of healthcare regions across England have led the way, creating systems that reconceptualize how the NHS—one of Europe’s largest employers—can open its doors to care leavers.

The Programme is detailed in its strategy, initiating with thorough assessments of existing practices, creating oversight mechanisms, and securing senior buy-in. It recognizes that effective inclusion requires more than noble aims—it demands practical measures.

In NHS Birmingham and Solihull ICB, where James started his career, they’ve established a regular internal communication network with representatives who can deliver support, advice, and guidance on mental health, HR matters, recruitment, and EDI initiatives.

The standard NHS recruitment process—structured and possibly overwhelming—has been thoughtfully adapted. Job advertisements now focus on attitudinal traits rather than extensive qualifications. Applications have been reconsidered to accommodate the unique challenges care leavers might experience—from not having work-related contacts to facing barriers to internet access.

Perhaps most significantly, the Programme acknowledges that starting a job can present unique challenges for care leavers who may be navigating autonomy without the support of parental assistance. Concerns like travel expenses, personal documentation, and banking arrangements—considered standard by many—can become significant barriers.

The beauty of the Programme lies in its thorough planning—from outlining compensation information to offering travel loans until that essential first salary payment. Even ostensibly trivial elements like break times and office etiquette are carefully explained.

For James, whose career trajectory has “revolutionized” his life, the Programme delivered more than employment. It gave him a feeling of connection—that intangible quality that grows when someone senses worth not despite their history but because their particular journey improves the institution.

“Working for the NHS isn’t just about doctors and nurses,” James comments, his gaze showing the subtle satisfaction of someone who has found his place. “It’s about a community of different jobs and roles, a family of people who really connect.”

The NHS Universal Family Programme embodies more than an job scheme. It exists as a bold declaration that organizations can evolve to embrace those who have experienced life differently. In doing so, they not only change personal trajectories but enhance their operations through the unique perspectives that care leavers bring to the table.

As James navigates his workplace, his presence quietly demonstrates that with the right help, care leavers can flourish in environments once thought inaccessible. The embrace that the NHS has offered through this Programme represents not charity but recognition of hidden abilities and the profound truth that everyone deserves a support system that believes in them.