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 carries himself with the measured poise of someone who has found his place. His oxford shoes whisper against the floor as he exchanges pleasantries with colleagues—some by name, others with the universal currency of a “good morning.”

James carries his identification not merely as a security requirement but as a testament of inclusion. It sits against a well-maintained uniform that betrays nothing of the difficult path that led him to this place.

What distinguishes James from many of his colleagues is not obvious to the casual observer. His bearing gives away nothing of the fact that he was among the first beneficiaries of the NHS Universal Family Programme—an effort crafted intentionally for young people who have experienced life in local authority care.

“The Programme embraced me when I needed it most,” James explains, his voice controlled but revealing subtle passion. His observation encapsulates the heart of a programme that seeks to reinvent how the massive healthcare system perceives care leavers—those frequently marginalized young people aged 16-25 who have transitioned from the care system.

The numbers tell a troubling story. Care leavers frequently encounter poorer mental health outcomes, financial instability, housing precarity, and lower academic success compared to their contemporaries. Behind these impersonal figures are personal narratives of young people who have traversed a system that, despite good efforts, regularly misses the mark in providing the stable base that molds most young lives.

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

A select group of healthcare regions across England have blazed the trail, creating systems that reimagine how the NHS—one of Europe’s largest employers—can extend opportunities to care leavers.

The Programme is detailed in its methodology, beginning with detailed evaluations of existing procedures, forming governance structures, and securing leadership support. It acknowledges that effective inclusion requires more than good intentions—it demands tangible actions.

In NHS Birmingham and Solihull ICB, where James began his journey, they’ve created a regular internal communication network with representatives who can deliver assistance and counsel on personal welfare, HR matters, recruitment, and EDI initiatives.

The traditional NHS recruitment process—formal and potentially intimidating—has been carefully modified. Job advertisements now focus on attitudinal traits rather than extensive qualifications. Applications have been reconsidered to address the particular difficulties care leavers might encounter—from missing employment history to struggling with internet access.

Maybe most importantly, the Programme understands that starting a job can create specific difficulties for care leavers who may be handling self-sufficiency without the backup of family resources. Issues like commuting fees, identification documents, and financial services—taken for granted by many—can become substantial hurdles.

The elegance of the Programme lies in its attention to detail—from clarifying salary details to providing transportation assistance until that essential first wage disbursement. Even seemingly minor aspects like coffee breaks and professional behavior are deliberately addressed.

For James, whose professional path has “changed” his life, the Programme delivered more than employment. It provided him a sense of belonging—that elusive quality that emerges when someone senses worth not despite their background but because their particular journey enhances the institution.

“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 family of different jobs and roles, a family of people who genuinely care.”

The NHS Universal Family Programme exemplifies more than an work program. It functions as a bold declaration that systems can evolve to include those who have navigated different paths. In doing so, they not only transform individual lives but improve their services through the unique perspectives that care leavers bring to the table.

As James moves through the hospital, his involvement subtly proves that with the right support, care leavers can thrive in environments once deemed unattainable. The embrace that the NHS has offered through this Programme signifies not charity but acknowledgment of hidden abilities and the fundamental reality that all people merit a family that believes in them.