NHS: Belonging in White Corridors

Within the bustling halls of an NHS hospital in Birmingham, a young man named James Stokes carries himself with the measured poise of someone who has found his place. His polished footwear whisper against the floor as he greets colleagues—some by name, others with the universal currency of a “how are you.”

James carries his identification not merely as an employee badge but as a symbol of belonging. It rests against a pressed shirt that gives no indication of the difficult path that preceded his arrival.

What sets apart James from many of his colleagues is not visible on the surface. His demeanor discloses nothing of the fact that he was among the first recruits of the NHS Universal Family Programme—an undertaking designed specifically for young people who have spent time in care.

“The Programme embraced me when I needed it most,” James explains, his voice measured but revealing subtle passion. His remark summarizes the essence of a programme that seeks to revolutionize how the enormous healthcare system views 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 often face higher rates of mental health issues, financial instability, shelter insecurities, and lower academic success compared to their age-mates. Behind these cold statistics are human stories of young people who have maneuvered through a system that, despite genuine attempts, frequently fails in delivering the nurturing environment that forms most young lives.

The NHS Universal Family Programme, initiated in January 2023 following NHS England’s pledge to the Care Leaver Covenant, embodies a significant change in institutional thinking. At its core, it acknowledges that the entire 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 charted the course, establishing frameworks that rethink how the NHS—one of Europe’s largest employers—can extend opportunities to care leavers.

The Programme is thorough in its methodology, starting from comprehensive audits of existing practices, creating management frameworks, and obtaining senior buy-in. It acknowledges that meaningful participation requires more than lofty goals—it demands practical measures.

In NHS Birmingham and Solihull ICB, where James started his career, they’ve developed a regular internal communication network with representatives who can provide support, advice, and guidance on personal welfare, HR matters, recruitment, and inclusivity efforts.

The conventional NHS recruitment process—structured and potentially intimidating—has been thoughtfully adapted. Job advertisements now focus on personal qualities rather than long lists of credentials. Application processes have been reconsidered to consider the specific obstacles care leavers might experience—from not having work-related contacts to struggling with internet access.

Maybe most importantly, the Programme acknowledges that starting a job can create specific difficulties for care leavers who may be managing independent living without the support of familial aid. Concerns like commuting fees, personal documentation, and financial services—considered standard by many—can become significant barriers.

The elegance of the Programme lies in its thorough planning—from explaining payslip deductions to offering travel loans until that essential first payday. Even apparently small matters like coffee breaks and professional behavior are deliberately addressed.

For James, whose NHS journey has “changed” his life, the Programme delivered more than employment. It offered him a feeling of connection—that elusive quality that emerges when someone senses worth not despite their history but because their particular journey enriches the workplace.

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

The NHS Universal Family Programme exemplifies more than an employment initiative. It exists as a bold declaration that systems can evolve to welcome those who have known different challenges. In doing so, they not only change personal trajectories but enrich themselves through the unique perspectives that care leavers bring to the table.

As James navigates his workplace, his presence subtly proves that with the right support, care leavers can succeed in environments once considered beyond reach. The support that the NHS has offered through this Programme symbolizes not charity but appreciation of untapped potential and the profound truth that everyone deserves a family that believes in them.