NHS: Belonging in White Corridors

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In the sterile corridors of Birmingham Women's and Children's NHS Foundation Trust, a young man named James Stokes moves with quiet purpose. His polished footwear move with deliberate precision as he exchanges pleasantries with colleagues—some by name, others with the comfortable currency of a "hello there."

James carries his identification not merely as institutional identification but as a testament of inclusion. It sits against a pressed shirt 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 demeanor gives away nothing of the fact that he was among the first participants of the NHS Universal Family Programme—an initiative designed specifically for young people who have experienced life in local authority care.

"It felt like the NHS was putting its arm around me," James reflects, his voice measured but carrying undertones of feeling. His remark captures the essence of a programme that seeks to revolutionize how the massive healthcare system perceives care leavers—those often overlooked young people aged 16-25 who have graduated out of the care system.

The numbers tell a troubling story. Care leavers often face greater psychological challenges, money troubles, housing precarity, and diminished educational achievements compared to their peers. Underlying these cold statistics are personal narratives of young people who have navigated a system that, despite good efforts, regularly misses the mark in providing 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, embodies a profound shift in institutional thinking. At its core, it accepts that the entire state and civil society should function as a "collective parent" for those who have missed out on the constancy of a conventional home.

A select group of healthcare regions across England have blazed the trail, establishing structures that rethink how the NHS—one of Europe's largest employers—can extend opportunities to care leavers.

The Programme is thorough in its strategy, initiating with comprehensive audits of existing policies, establishing management frameworks, and obtaining senior buy-in. It acknowledges that meaningful participation requires more than noble aims—it demands tangible actions.

In NHS Birmingham and Solihull ICB, where James started his career, they've established a reliable information exchange with representatives who can deliver help and direction on wellbeing, HR matters, recruitment, and equality, diversity, and inclusion.

The standard NHS recruitment process—rigid and possibly overwhelming—has been thoughtfully adapted. Job advertisements now focus on attitudinal traits rather than long lists of credentials. Application processes have been redesigned to address the specific obstacles care leavers might encounter—from not having work-related contacts to facing barriers to internet access.

Perhaps most significantly, the Programme recognizes that entering the workforce can present unique challenges for care leavers who may be managing independent living without the support of parental assistance. Matters like travel expenses, personal documentation, and bank accounts—considered standard by many—can become substantial hurdles.

The beauty of the Programme lies in its attention to detail—from outlining compensation information to helping with commuting costs until that essential first payday. Even seemingly minor aspects like rest periods and professional behavior are deliberately addressed.

For James, whose career trajectory has "transformed" his life, the Programme delivered more than work. It gave him a sense of belonging—that ineffable quality that develops when someone feels valued not despite their past but because their distinct perspective enhances the workplace.

"Working for the NHS isn't just about doctors and nurses," James notes, his expression revealing the modest fulfillment of someone who has discovered belonging. "It's about a family of different jobs and roles, a team of people who genuinely care."

The NHS Universal Family Programme embodies more than an job scheme. It exists as a bold declaration that institutions can change to include those who have navigated different paths. In doing so, they not only alter individual futures but enrich themselves through the distinct viewpoints that care leavers contribute.

As James navigates his workplace, his involvement silently testifies that with the right assistance, care leavers can flourish in environments once thought inaccessible. The support that the NHS has provided through this Programme signifies not charity but appreciation of untapped potential and the essential fact that all people merit a support system that believes in them.