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 move with deliberate precision as he acknowledges colleagues—some by name, others with the universal currency of a “hello there.”

James wears his NHS lanyard not merely as an employee badge but as a declaration of acceptance. It sits against a neatly presented outfit that gives no indication of the challenging road that brought him here.

What sets apart James from many of his colleagues is not visible on the surface. His bearing gives away nothing of the fact that he was among the first recruits of the NHS Universal Family Programme—an effort created purposefully for young people who have experienced life in local authority care.

“I found genuine support within the NHS structure,” James reflects, his voice steady but tinged with emotion. His statement summarizes the essence of a programme that seeks to revolutionize how the vast healthcare system perceives 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 frequently encounter higher rates of mental health issues, economic uncertainty, housing precarity, and diminished educational achievements compared to their contemporaries. Underlying these impersonal figures are individual journeys of young people who have traversed a system that, despite genuine attempts, regularly misses the mark in delivering the stable base that forms most young lives.

The NHS Universal Family Programme, launched in January 2023 following NHS England’s commitment to the Care Leaver Covenant, embodies a significant change in systemic approach. At its core, it accepts that the entire state and civil society should function as a “universal family” for those who haven’t experienced the security of a conventional home.

A select group of healthcare regions across England have led the way, creating structures that rethink how the NHS—one of Europe’s largest employers—can create pathways to care leavers.

The Programme is meticulous in its strategy, starting from thorough assessments of existing policies, establishing oversight mechanisms, and securing senior buy-in. It recognizes that effective inclusion requires more than good intentions—it demands tangible actions.

In NHS Birmingham and Solihull ICB, where James found his footing, they’ve established a consistent support system with representatives who can offer help and direction on mental health, HR matters, recruitment, and EDI initiatives.

The conventional NHS recruitment process—structured and often daunting—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 experience—from not having work-related contacts to struggling with internet access.

Possibly most crucially, the Programme acknowledges that entering the workforce can pose particular problems for care leavers who may be handling self-sufficiency without the backup of parental assistance. Concerns like travel expenses, identification documents, and financial services—assumed basic by many—can become major obstacles.

The beauty of the Programme lies in its attention to detail—from explaining payslip deductions to offering travel loans until that crucial first payday. Even ostensibly trivial elements like rest periods and workplace conduct are thoughtfully covered.

For James, whose professional path has “transformed” his life, the Programme offered more than a job. It gave him a feeling of connection—that intangible quality that emerges 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 eyes reflecting the modest fulfillment of someone who has secured his position. “It’s about a family of different jobs and roles, a group of people who really connect.”

The NHS Universal Family Programme embodies more than an job scheme. It functions as a bold declaration that institutions can evolve to include those who have known different challenges. In doing so, they not only change personal trajectories but enrich themselves through the distinct viewpoints that care leavers provide.

As James walks the corridors, his participation quietly demonstrates that with the right assistance, care leavers can flourish in environments once deemed unattainable. The support that the NHS has offered through this Programme represents not charity but acknowledgment of hidden abilities and the essential fact that each individual warrants a community that champions their success.