NHS: Belonging in White Corridors

Among the organized chaos of medical professionals in Birmingham, a young man named James Stokes carries himself with the measured poise of someone who has found his place. His polished footwear move with deliberate precision as he acknowledges colleagues—some by name, others with the comfortable currency of a “hello there.”

James displays his credentials not merely as institutional identification but as a declaration of belonging. It hangs against a neatly presented outfit that betrays nothing of the challenging road that preceded his arrival.

What separates James from many of his colleagues is not immediately apparent. His presence gives away nothing of the fact that he was among the first participants of the NHS Universal Family Programme—an effort designed specifically for young people who have been through the care system.

“The Programme embraced me when I needed it most,” James explains, his voice controlled but carrying undertones of feeling. His remark captures the heart of a programme that aims to revolutionize how the vast healthcare system views care leavers—those vulnerable young people aged 16-25 who have emerged from the care system.

The statistics tell a troubling story. Care leavers commonly experience higher rates of mental health issues, money troubles, housing precarity, and lower academic success compared to their age-mates. Underlying these cold statistics are human stories of young people who have traversed a system that, despite best intentions, frequently fails in providing the nurturing environment that forms most young lives.

The NHS Universal Family Programme, launched in January 2023 following NHS England’s commitment to the Care Leaver Covenant, embodies a substantial transformation in institutional thinking. Fundamentally, it acknowledges that the complete state and civil society should function as a “universal family” for those who haven’t known the stability of a typical domestic environment.

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

The Programme is meticulous in its approach, beginning with detailed evaluations of existing procedures, establishing oversight mechanisms, and securing leadership support. It acknowledges that successful integration requires more than noble aims—it demands tangible actions.

In NHS Birmingham and Solihull ICB, where James began his journey, they’ve established a reliable information exchange with representatives who can deliver help and direction on personal welfare, HR matters, recruitment, and inclusivity efforts.

The conventional NHS recruitment process—structured and often daunting—has been intentionally adjusted. Job advertisements now focus on attitudinal traits rather than long lists of credentials. Application procedures have been redesigned to accommodate the specific obstacles care leavers might encounter—from lacking professional references to having limited internet access.

Possibly most crucially, the Programme understands that beginning employment can present unique challenges for care leavers who may be handling self-sufficiency without the support of familial aid. Issues like commuting fees, proper ID, and financial services—taken for granted by many—can become major obstacles.

The beauty of the Programme lies in its meticulous consideration—from explaining payslip deductions to helping with commuting costs until that crucial first salary payment. Even seemingly minor aspects like coffee breaks and office etiquette are thoughtfully covered.

For James, whose career trajectory has “revolutionized” his life, the Programme provided more than work. It offered him a feeling of connection—that elusive quality that emerges when someone feels valued not despite their background but because their distinct perspective enhances the organization.

“Working for the NHS isn’t just about doctors and nurses,” James notes, his expression revealing the quiet pride of someone who has secured his position. “It’s about a collective of different jobs and roles, a group of people who truly matter.”

The NHS Universal Family Programme represents more than an employment initiative. It functions as a powerful statement that institutions can adapt to welcome those who have navigated different paths. In doing so, they not only alter individual futures but enhance their operations through the distinct viewpoints that care leavers provide.

As James walks the corridors, his presence quietly demonstrates that with the right assistance, care leavers can succeed in environments once deemed unattainable. The embrace that the NHS has offered through this Programme represents not charity but recognition of overlooked talent and the profound truth that each individual warrants a support system that champions their success.