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 navigates his daily responsibilities with subtle confidence. His polished footwear move with deliberate precision as he exchanges pleasantries with colleagues—some by name, others with the comfortable currency of a « good morning. »
James displays his credentials not merely as institutional identification but as a declaration of inclusion. It rests against a pressed shirt that offers no clue of the difficult path that brought him here.
What sets apart James from many of his colleagues is not visible on the surface. His bearing reveals nothing of the fact that he was among the first participants of the NHS Universal Family Programme—an effort created purposefully for young people who have been through the care system.
« The Programme embraced me when I needed it most, » James says, his voice controlled but revealing subtle passion. His statement summarizes the core of a programme that aims to revolutionize how the enormous healthcare system perceives care leavers—those vulnerable young people aged 16-25 who have transitioned from the care system.
The numbers paint a stark picture. Care leavers commonly experience poorer mental health outcomes, economic uncertainty, shelter insecurities, and lower academic success compared to their peers. Behind these impersonal figures are individual journeys of young people who have navigated a system that, despite best intentions, frequently fails in offering the nurturing environment that molds most young lives.
The NHS Universal Family Programme, established in January 2023 following NHS England’s promise to the Care Leaver Covenant, represents a significant change in organizational perspective. Fundamentally, it recognizes that the complete state and civil society should function as a « universal family » for those who haven’t experienced the constancy of a traditional family setting.
Ten pioneering healthcare collectives across England have led the way, establishing systems that reimagine how the NHS—one of Europe’s largest employers—can open its doors to care leavers.
The Programme is detailed in its strategy, starting from thorough assessments of existing procedures, creating governance structures, and garnering senior buy-in. It recognizes that successful integration requires more than noble aims—it demands concrete steps.
In NHS Birmingham and Solihull ICB, where James found his footing, they’ve established a reliable information exchange with representatives who can offer support, advice, and guidance on wellbeing, HR matters, recruitment, and EDI initiatives.
The conventional NHS recruitment process—structured and often daunting—has been carefully modified. Job advertisements now emphasize personal qualities rather than extensive qualifications. Application processes have been reconsidered to accommodate the specific obstacles care leavers might face—from not having work-related contacts to struggling with internet access.
Perhaps most significantly, the Programme recognizes that beginning employment can present unique challenges for care leavers who may be managing independent living without the support of family resources. Issues like transportation costs, proper ID, and financial services—taken for granted by many—can become substantial hurdles.
The brilliance of the Programme lies in its meticulous consideration—from clarifying salary details to helping with commuting costs until that essential first wage disbursement. Even ostensibly trivial elements like coffee breaks and workplace conduct are deliberately addressed.
For James, whose career trajectory has « transformed » his life, the Programme provided more than a job. It provided him a perception of inclusion—that elusive quality that grows when someone feels valued not despite their past but because their unique life experiences enhances the organization.
« Working for the NHS isn’t just about doctors and nurses, » James comments, his gaze showing the modest fulfillment of someone who has discovered belonging. « 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 work program. It stands as a strong assertion that systems can adapt to embrace those who have known different challenges. In doing so, they not only alter individual futures but enhance their operations through the distinct viewpoints that care leavers provide.
As James navigates his workplace, his involvement quietly demonstrates that with the right assistance, care leavers can succeed in environments once thought inaccessible. The embrace that the NHS has offered through this Programme represents not charity but acknowledgment of untapped potential and the profound truth that all people merit a family that champions their success.
