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 smart shoes move with deliberate precision as he exchanges pleasantries with colleagues—some by name, others with the comfortable currency of a “good morning.”

James carries his identification not merely as a security requirement but as a testament of inclusion. It hangs against a neatly presented outfit that betrays nothing of the challenging road that led him to this place.

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

“I found genuine support within the NHS structure,” James reflects, his voice measured but revealing subtle passion. His remark summarizes the core of a programme that aims to reinvent how the enormous healthcare system views care leavers—those vulnerable young people aged 16-25 who have transitioned from the care system.

The statistics reveal a challenging reality. Care leavers frequently encounter poorer mental health outcomes, financial instability, housing precarity, and diminished educational achievements compared to their peers. Underlying these impersonal figures are personal narratives of young people who have traversed a system that, despite genuine attempts, regularly misses the mark in delivering the stable base that shapes most young lives.

The NHS Universal Family Programme, launched in January 2023 following NHS England’s commitment to the Care Leaver Covenant, signifies a substantial transformation in systemic approach. Fundamentally, it accepts that the complete state and civil society should function as a “collective parent” for those who haven’t experienced the stability of a traditional family setting.

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

The Programme is detailed in its strategy, initiating with detailed evaluations of existing policies, establishing oversight mechanisms, and securing executive backing. It recognizes that successful integration requires more than lofty goals—it demands practical measures.

In NHS Birmingham and Solihull ICB, where James found his footing, they’ve created a reliable information exchange with representatives who can provide assistance and counsel on mental health, HR matters, recruitment, and equality, diversity, and inclusion.

The standard NHS recruitment process—rigid and possibly overwhelming—has been thoughtfully adapted. Job advertisements now emphasize personal qualities rather than extensive qualifications. Application procedures have been reimagined to accommodate the particular difficulties care leavers might experience—from not having work-related contacts to having limited internet access.

Possibly most crucially, the Programme understands that starting a job can present unique challenges for care leavers who may be managing independent living without the safety net of family resources. Issues like transportation costs, personal documentation, and banking arrangements—assumed basic by many—can become substantial hurdles.

The beauty of the Programme lies in its attention to detail—from explaining payslip deductions to providing transportation assistance until that crucial first payday. Even apparently small matters like break times and office etiquette are carefully explained.

For James, whose career trajectory has “changed” his life, the Programme offered more than employment. It gave him a sense of belonging—that intangible quality that emerges when someone is appreciated not despite their background but because their particular journey improves the workplace.

“Working for the NHS isn’t just about doctors and nurses,” James comments, his expression revealing the modest fulfillment of someone who has discovered belonging. “It’s about a community of different jobs and roles, a family of people who really connect.”

The NHS Universal Family Programme represents more than an employment initiative. It stands as a powerful statement that organizations can evolve to embrace those who have experienced life differently. In doing so, they not only alter individual futures but improve their services through the unique perspectives that care leavers provide.

As James moves through the hospital, his presence quietly demonstrates that with the right support, care leavers can thrive in environments once thought inaccessible. The support that the NHS has extended through this Programme signifies not charity but recognition of hidden abilities and the essential fact that each individual warrants a family that supports their growth.