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 smart shoes barely make a sound as he exchanges pleasantries with colleagues—some by name, others with the comfortable currency of a “how are you.”

James carries his identification not merely as a security requirement but as a symbol of belonging. It hangs against a well-maintained uniform that betrays nothing of the challenging road that preceded his arrival.

What separates James from many of his colleagues is not visible on the surface. His presence reveals 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 experienced life in local authority care.

“I found genuine support within the NHS structure,” James explains, his voice controlled but tinged with emotion. His statement captures the core of a programme that aims to revolutionize how the enormous healthcare system approaches care leavers—those often overlooked young people aged 16-25 who have emerged from the care system.

The numbers reveal a challenging reality. Care leavers frequently encounter higher rates of mental health issues, economic uncertainty, housing precarity, and reduced scholarly attainment compared to their contemporaries. Beneath these cold statistics are personal narratives of young people who have traversed a system that, despite best intentions, regularly misses the mark in offering the supportive foundation that forms most young lives.

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

A select group of healthcare regions across England have led the way, developing structures that reconceptualize how the NHS—one of Europe’s largest employers—can open its doors to care leavers.

The Programme is thorough in its strategy, initiating with thorough assessments of existing procedures, establishing oversight mechanisms, and garnering leadership support. It acknowledges that effective inclusion requires more than noble aims—it demands concrete steps.

In NHS Birmingham and Solihull ICB, where James began his journey, they’ve created a reliable information exchange with representatives who can provide help and direction on wellbeing, HR matters, recruitment, and equality, diversity, and inclusion.

The standard NHS recruitment process—formal and often daunting—has been thoughtfully adapted. Job advertisements now highlight attitudinal traits rather than long lists of credentials. Applications have been redesigned to address the unique challenges care leavers might experience—from not having work-related contacts to facing barriers to internet access.

Maybe most importantly, the Programme acknowledges that starting a job can pose particular problems for care leavers who may be managing independent living without the backup of familial aid. Issues like commuting fees, identification documents, and banking arrangements—considered standard by many—can become substantial hurdles.

The brilliance of the Programme lies in its thorough planning—from outlining compensation information to helping with commuting costs until that crucial first salary payment. Even seemingly minor aspects like rest periods and office etiquette are carefully explained.

For James, whose career trajectory has “revolutionized” his life, the Programme offered more than work. It gave him a sense of belonging—that intangible quality that develops when someone is appreciated not despite their history but because their distinct perspective improves the organization.

“Working for the NHS isn’t just about doctors and nurses,” James observes, his gaze showing the subtle satisfaction of someone who has found his place. “It’s about a family of different jobs and roles, a team of people who really connect.”

The NHS Universal Family Programme exemplifies more than an job scheme. It exists as a powerful statement that systems can adapt to welcome those who have experienced life differently. In doing so, they not only transform individual lives but enhance their operations through the distinct viewpoints that care leavers bring to the table.

As James navigates his workplace, his presence subtly proves that with the right help, care leavers can thrive in environments once thought inaccessible. The support that the NHS has provided through this Programme signifies not charity but recognition of hidden abilities and the essential fact that all people merit a support system that champions their success.