NHS: Belonging in White Corridors

Among the organized chaos of medical professionals in Birmingham, a young man named James Stokes navigates his daily responsibilities with subtle confidence. His polished footwear barely make a sound as he acknowledges colleagues—some by name, others with the universal currency of a “hello there.”

James displays his credentials not merely as a security requirement but as a symbol of inclusion. It rests against a neatly presented outfit that betrays nothing of the challenging road that brought him here.

What sets apart James from many of his colleagues is not immediately apparent. His presence gives away nothing of the fact that he was among the first recruits of the NHS Universal Family Programme—an effort designed specifically for young people who have been through the care system.

“The Programme embraced me when I needed it most,” James reflects, his voice controlled but revealing subtle passion. His observation captures the essence of a programme that seeks to revolutionize how the enormous healthcare system perceives care leavers—those frequently marginalized young people aged 16-25 who have graduated out of the care system.

The figures 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 human stories of young people who have maneuvered through a system that, despite best intentions, often falls short in offering the stable base that molds most young lives.

The NHS Universal Family Programme, initiated in January 2023 following NHS England’s commitment to the Care Leaver Covenant, represents a significant change in systemic approach. Fundamentally, it accepts that the whole state and civil society should function as a “communal support system” for those who have missed out on the constancy of a typical domestic environment.

A select group of healthcare regions across England have charted the course, establishing frameworks that reimagine how the NHS—one of Europe’s largest employers—can create pathways to care leavers.

The Programme is meticulous in its strategy, starting from detailed evaluations of existing policies, creating management frameworks, and garnering senior buy-in. It understands that effective inclusion requires more than good intentions—it demands practical measures.

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

The standard NHS recruitment process—formal and possibly overwhelming—has been carefully modified. Job advertisements now highlight attitudinal traits rather than long lists of credentials. Applications have been reimagined to address the particular difficulties care leavers might face—from lacking professional references to having limited internet access.

Possibly most crucially, the Programme recognizes that beginning employment can pose particular problems for care leavers who may be handling self-sufficiency without the backup of parental assistance. Matters like travel expenses, identification documents, and bank accounts—assumed basic by many—can become major obstacles.

The elegance of the Programme lies in its attention to detail—from outlining compensation information to helping with commuting costs until that critical first wage disbursement. Even apparently small matters like coffee breaks and workplace conduct are thoughtfully covered.

For James, whose professional path has “transformed” his life, the Programme offered more than a job. It offered him a feeling of connection—that elusive quality that emerges when someone is appreciated not despite their background but because their unique life experiences enhances the organization.

“Working for the NHS isn’t just about doctors and nurses,” James notes, his eyes reflecting the subtle satisfaction of someone who has discovered belonging. “It’s about a collective of different jobs and roles, a family of people who truly matter.”

The NHS Universal Family Programme exemplifies more than an employment initiative. It stands as a strong assertion that institutions can change to include those who have navigated different paths. In doing so, they not only change personal trajectories but enhance their operations through the distinct viewpoints that care leavers bring to the table.

As James navigates his workplace, his involvement silently testifies that with the right help, care leavers can thrive in environments once considered beyond reach. The support that the NHS has provided through this Programme symbolizes not charity but appreciation of hidden abilities and the essential fact that all people merit a community that supports their growth.