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 whisper against the floor as he exchanges pleasantries with colleagues—some by name, others with the familiar currency of a “how are you.”

James wears his NHS lanyard not merely as institutional identification but as a declaration of acceptance. It hangs against a well-maintained uniform that gives no indication of the tumultuous journey that preceded his arrival.

What sets apart 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 participants of the NHS Universal Family Programme—an undertaking designed specifically for young people who have spent time in care.

“It felt like the NHS was putting its arm around me,” James explains, his voice steady but carrying undertones of feeling. His statement summarizes the essence of a programme that strives to revolutionize how the vast healthcare system approaches care leavers—those frequently marginalized young people aged 16-25 who have transitioned from the care system.

The statistics paint a stark picture. Care leavers often face greater psychological challenges, financial instability, housing precarity, and reduced scholarly attainment compared to their contemporaries. Beneath these impersonal figures are individual journeys of young people who have traversed a system that, despite best intentions, regularly misses the mark in offering the stable base that shapes most young lives.

The NHS Universal Family Programme, launched in January 2023 following NHS England’s commitment to the Care Leaver Covenant, represents a significant change in systemic approach. Fundamentally, it acknowledges that the whole 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 led the way, developing systems that reconceptualize how the NHS—one of Europe’s largest employers—can extend opportunities to care leavers.

The Programme is detailed in its strategy, starting from detailed evaluations of existing procedures, forming governance structures, and garnering executive backing. It acknowledges that meaningful participation requires more than lofty goals—it demands practical measures.

In NHS Birmingham and Solihull ICB, where James started his career, they’ve developed a regular internal communication network with representatives who can deliver support, advice, and guidance on wellbeing, HR matters, recruitment, and equality, diversity, and inclusion.

The traditional NHS recruitment process—formal and often daunting—has been intentionally adjusted. Job advertisements now emphasize personal qualities rather than extensive qualifications. Application procedures have been reimagined to consider the unique challenges care leavers might encounter—from missing employment history to struggling with internet access.

Possibly most crucially, the Programme acknowledges that starting a job can present unique challenges for care leavers who may be managing independent living without the backup of family resources. Issues like travel expenses, proper ID, and financial services—considered standard by many—can become substantial hurdles.

The brilliance of the Programme lies in its thorough planning—from explaining payslip deductions to providing transportation assistance until that critical first salary payment. Even apparently small matters like rest periods and workplace conduct are carefully explained.

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

“Working for the NHS isn’t just about doctors and nurses,” James observes, his gaze showing the modest fulfillment 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 exemplifies more than an job scheme. It exists as a bold declaration that systems can evolve to welcome those who have experienced life differently. In doing so, they not only alter individual futures but improve their services through the unique perspectives that care leavers provide.

As James navigates his workplace, his involvement subtly proves that with the right help, care leavers can flourish in environments once considered beyond reach. The support that the NHS has offered through this Programme symbolizes not charity but recognition of overlooked talent and the fundamental reality that each individual warrants a community that believes in them.