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 move with deliberate precision as he acknowledges colleagues—some by name, others with the familiar currency of a “hello there.”

James carries his identification not merely as institutional identification but as a symbol of acceptance. It hangs against a neatly presented outfit that betrays nothing of the difficult path that led him to this place.

What sets apart James from many of his colleagues is not obvious to the casual observer. His bearing reveals nothing of the fact that he was among the first recruits 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 measured but carrying undertones of feeling. His statement summarizes the essence of a programme that aims to reinvent how the vast healthcare system approaches care leavers—those frequently marginalized young people aged 16-25 who have emerged from the care system.

The figures paint a stark picture. Care leavers commonly experience higher rates of mental health issues, financial instability, accommodation difficulties, and lower academic success compared to their peers. Behind these cold statistics are personal narratives of young people who have traversed a system that, despite good efforts, often falls short in providing the nurturing environment that molds most young lives.

The NHS Universal Family Programme, launched in January 2023 following NHS England’s commitment to the Care Leaver Covenant, represents a profound shift in institutional thinking. At its core, it acknowledges that the entire state and civil society should function as a “collective parent” for those who haven’t known the constancy of a typical domestic environment.

Ten pioneering healthcare collectives across England have charted the course, developing systems that reimagine how the NHS—one of Europe’s largest employers—can create pathways to care leavers.

The Programme is detailed in its methodology, beginning with thorough assessments of existing procedures, establishing management frameworks, and securing executive backing. It recognizes that successful integration requires more than noble aims—it demands practical measures.

In NHS Birmingham and Solihull ICB, where James found his footing, they’ve created a regular internal communication network with representatives who can provide support, advice, and guidance on wellbeing, HR matters, recruitment, and EDI initiatives.

The conventional NHS recruitment process—structured and possibly overwhelming—has been carefully modified. Job advertisements now focus on personal qualities rather than extensive qualifications. Applications have been reimagined to consider the particular difficulties care leavers might experience—from not having work-related contacts to having limited internet access.

Possibly most crucially, the Programme acknowledges that entering the workforce can create specific difficulties for care leavers who may be navigating autonomy without the safety net of parental assistance. Matters like transportation costs, personal documentation, and banking arrangements—taken for granted by many—can become substantial hurdles.

The beauty of the Programme lies in its meticulous consideration—from clarifying salary details to providing transportation assistance until that crucial first wage disbursement. Even ostensibly trivial elements like break times and office etiquette are thoughtfully covered.

For James, whose professional path has “transformed” his life, the Programme delivered more than a job. It provided him a feeling of connection—that ineffable quality that emerges when someone feels valued not despite their background but because their particular journey enhances the workplace.

“Working for the NHS isn’t just about doctors and nurses,” James notes, his expression revealing the subtle satisfaction of someone who has secured his position. “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 stands as a strong assertion that systems can change to embrace those who have navigated different paths. In doing so, they not only transform individual lives but enrich themselves through the special insights that care leavers bring to the table.

As James moves through the hospital, his presence silently testifies that with the right help, care leavers can thrive in environments once deemed unattainable. The support that the NHS has offered through this Programme represents not charity but acknowledgment of hidden abilities and the essential fact that each individual warrants a community that believes in them.