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 smart shoes whisper against the floor 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 a security requirement but as a testament of acceptance. It rests against a neatly presented outfit that gives no indication of the tumultuous journey that preceded his arrival.

What distinguishes James from many of his colleagues is not immediately apparent. His bearing reveals nothing of the fact that he was among the first participants of the NHS Universal Family Programme—an initiative crafted intentionally for young people who have spent time in care.

“I found genuine support within the NHS structure,” James says, his voice steady but tinged with emotion. His remark captures the essence of a programme that aims to revolutionize how the enormous healthcare system views care leavers—those often overlooked young people aged 16-25 who have graduated out of the care system.

The numbers paint a stark picture. Care leavers often face higher rates of mental health issues, economic uncertainty, accommodation difficulties, and diminished educational achievements compared to their contemporaries. Behind these cold statistics are human stories 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 pledge to the Care Leaver Covenant, signifies a substantial transformation in systemic approach. Fundamentally, it recognizes that the whole state and civil society should function as a “collective parent” for those who have missed out on the security of a typical domestic environment.

Ten pioneering healthcare collectives across England have blazed the trail, creating frameworks that reimagine how the NHS—one of Europe’s largest employers—can create pathways to care leavers.

The Programme is meticulous in its approach, beginning with detailed evaluations of existing practices, forming management frameworks, and obtaining senior buy-in. It recognizes that successful integration requires more than good intentions—it demands tangible actions.

In NHS Birmingham and Solihull ICB, where James started his career, they’ve established a regular internal communication network with representatives who can provide help and direction on wellbeing, HR matters, recruitment, and equality, diversity, and inclusion.

The conventional NHS recruitment process—structured and possibly overwhelming—has been carefully modified. Job advertisements now emphasize character attributes rather than numerous requirements. Application procedures have been redesigned to accommodate the particular difficulties care leavers might experience—from missing employment history to having limited internet access.

Maybe most importantly, the Programme understands that entering the workforce can create specific difficulties for care leavers who may be navigating autonomy without the support of family resources. Issues like travel expenses, identification documents, and bank accounts—assumed basic by many—can become substantial hurdles.

The beauty of the Programme lies in its thorough planning—from explaining payslip deductions to helping with commuting costs until that critical first wage disbursement. Even ostensibly trivial elements like break times and office etiquette are deliberately addressed.

For James, whose NHS journey has “transformed” his life, the Programme offered more than work. It provided him a feeling of connection—that ineffable quality that develops when someone senses worth not despite their past but because their distinct perspective improves the organization.

“Working for the NHS isn’t just about doctors and nurses,” James observes, his expression revealing the modest fulfillment of someone who has found his place. “It’s about a family of different jobs and roles, a group of people who really connect.”

The NHS Universal Family Programme exemplifies more than an employment initiative. It functions as a strong assertion that systems can evolve to embrace those who have known different challenges. In doing so, they not only change personal trajectories but enrich themselves through the unique perspectives that care leavers provide.

As James walks the corridors, his participation subtly proves that with the right support, care leavers can thrive in environments once considered beyond reach. The support that the NHS has provided through this Programme represents not charity but acknowledgment of overlooked talent and the essential fact that all people merit a family that champions their success.