NHS: Belonging in White Corridors

Within the bustling halls of an NHS hospital in Birmingham, a young man named James Stokes navigates his daily responsibilities with subtle confidence. His smart shoes whisper against the floor as he greets colleagues—some by name, others with the universal currency of a “how are you.”

James displays his credentials not merely as a security requirement but as a symbol of inclusion. It rests against a neatly presented outfit that offers no clue of the tumultuous journey that led him to this place.

What distinguishes 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 beneficiaries of the NHS Universal Family Programme—an initiative 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 explains, his voice steady but tinged with emotion. His remark summarizes the core of a programme that aims to reinvent how the massive healthcare system approaches care leavers—those often overlooked young people aged 16-25 who have emerged from the care system.

The numbers paint a stark picture. Care leavers commonly experience greater psychological challenges, financial instability, housing precarity, and lower academic success compared to their age-mates. Beneath these impersonal figures are individual journeys of young people who have maneuvered through a system that, despite best intentions, regularly misses the mark in delivering the nurturing environment that shapes most young lives.

The NHS Universal Family Programme, initiated in January 2023 following NHS England’s pledge to the Care Leaver Covenant, represents a significant change in organizational perspective. At its heart, it accepts that the whole state and civil society should function as a “communal support system” for those who haven’t experienced the stability of a typical domestic environment.

Ten pioneering healthcare collectives across England have led the way, creating structures that reimagine how the NHS—one of Europe’s largest employers—can extend opportunities to care leavers.

The Programme is detailed in its strategy, initiating with thorough assessments of existing policies, establishing governance structures, and securing leadership support. It acknowledges that meaningful participation requires more than noble aims—it demands tangible actions.

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

The conventional NHS recruitment process—formal and potentially intimidating—has been thoughtfully adapted. Job advertisements now emphasize character attributes rather than numerous requirements. Application procedures have been redesigned to consider the unique challenges care leavers might experience—from missing employment history to struggling with internet access.

Perhaps most significantly, the Programme acknowledges that entering the workforce can create specific difficulties for care leavers who may be handling self-sufficiency without the backup of parental assistance. Concerns like travel expenses, personal documentation, and financial services—taken for granted by many—can become substantial hurdles.

The beauty of the Programme lies in its attention to detail—from explaining payslip deductions to providing transportation assistance until that crucial first salary payment. Even seemingly minor aspects like break times and workplace conduct are carefully explained.

For James, whose NHS journey has “changed” his life, the Programme provided more than employment. It gave him a perception of inclusion—that intangible quality that develops when someone senses worth 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 gaze showing the subtle satisfaction of someone who has discovered belonging. “It’s about a family of different jobs and roles, a group of people who truly matter.”

The NHS Universal Family Programme exemplifies more than an job scheme. It functions as a strong assertion that institutions can evolve to welcome those who have navigated different paths. In doing so, they not only transform individual lives but enhance their operations through the distinct viewpoints that care leavers provide.

As James navigates his workplace, his participation silently testifies that with the right assistance, care leavers can flourish in environments once deemed unattainable. The arm that the NHS has extended through this Programme symbolizes not charity but acknowledgment of hidden abilities and the fundamental reality that each individual warrants a community that supports their growth.