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 polished footwear barely make a sound as he exchanges pleasantries with colleagues—some by name, others with the familiar currency of a “hello there.”

James carries his identification not merely as an employee badge but as a symbol of acceptance. It hangs against a well-maintained uniform that betrays nothing of the tumultuous journey that led him to this place.

What separates James from many of his colleagues is not visible on the surface. His bearing reveals nothing of the fact that he was among the first recruits of the NHS Universal Family Programme—an initiative designed specifically for young people who have been through the care system.

“It felt like the NHS was putting its arm around me,” James says, his voice steady but revealing subtle passion. His statement captures 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 graduated out of the care system.

The numbers paint a stark picture. Care leavers often face greater psychological challenges, economic uncertainty, accommodation difficulties, and reduced scholarly attainment compared to their contemporaries. Behind these clinical numbers are human stories of young people who have navigated a system that, despite best intentions, often falls short in offering 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, signifies a profound shift in organizational perspective. At its heart, it acknowledges that the entire state and civil society should function as a “collective parent” for those who haven’t known the security of a traditional family setting.

Ten pathfinder integrated care boards across England have blazed the trail, establishing systems that reconceptualize how the NHS—one of Europe’s largest employers—can extend opportunities to care leavers.

The Programme is thorough in its strategy, beginning with thorough assessments of existing procedures, establishing governance structures, and obtaining executive backing. It understands that successful integration requires more than good intentions—it demands concrete steps.

In NHS Birmingham and Solihull ICB, where James started his career, they’ve developed a reliable information exchange with representatives who can provide assistance and counsel on wellbeing, HR matters, recruitment, and equality, diversity, and inclusion.

The traditional NHS recruitment process—rigid and often daunting—has been intentionally adjusted. Job advertisements now focus on character attributes rather than extensive qualifications. Application procedures have been reimagined to consider the specific obstacles care leavers might experience—from missing employment history to having limited internet access.

Maybe most importantly, the Programme understands that entering the workforce can pose particular problems for care leavers who may be handling self-sufficiency without the support of familial aid. Matters like commuting fees, personal documentation, and financial services—taken for granted by many—can become major obstacles.

The brilliance of the Programme lies in its meticulous consideration—from explaining payslip deductions to offering travel loans until that essential first wage disbursement. Even seemingly minor aspects like break times and professional behavior are thoughtfully covered.

For James, whose professional path has “transformed” his life, the Programme delivered more than work. It provided him a perception of inclusion—that intangible quality that grows when someone senses worth not despite their history but because their particular journey enriches the organization.

“Working for the NHS isn’t just about doctors and nurses,” James comments, his gaze showing the modest fulfillment of someone who has found his place. “It’s about a collective of different jobs and roles, a family of people who truly matter.”

The NHS Universal Family Programme represents more than an work program. It stands as a bold declaration that organizations can change to welcome 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 contribute.

As James moves through the hospital, his participation quietly demonstrates that with the right help, care leavers can thrive in environments once considered beyond reach. The embrace that the NHS has extended through this Programme signifies not charity but appreciation of overlooked talent and the profound truth that everyone deserves a support system that champions their success.