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NHS: Belonging in White Corridors

Among the organized chaos of medical professionals in Birmingham, a young man named James Stokes navigates his daily responsibilities with subtle confidence. His polished footwear barely make a sound as he acknowledges colleagues—some by name, others with the familiar currency of a “hello there.”

James carries his identification not merely as a security requirement but as a testament of acceptance. It sits against a well-maintained uniform that offers no clue of the difficult path that brought him here.

What distinguishes James from many of his colleagues is not immediately apparent. His bearing reveals nothing of the fact that he was among the first participants of the NHS Universal Family Programme—an undertaking created purposefully for young people who have been through the care system.

“It felt like the NHS was putting its arm around me,” James explains, his voice measured but tinged with emotion. His observation encapsulates the essence of a programme that aims to transform how the enormous healthcare system perceives care leavers—those frequently marginalized young people aged 16-25 who have emerged from the care system.

The statistics tell a troubling story. Care leavers often face higher rates of mental health issues, money troubles, accommodation difficulties, and reduced scholarly attainment compared to their contemporaries. Beneath these clinical numbers are human stories of young people who have maneuvered through a system that, despite good efforts, often falls short in providing the nurturing environment that molds most young lives.

The NHS Universal Family Programme, initiated in January 2023 following NHS England’s pledge to the Care Leaver Covenant, signifies a significant change in institutional thinking. Fundamentally, it accepts that the complete state and civil society should function as a “communal support system” for those who haven’t known the stability of a conventional home.

A select group of healthcare regions across England have charted the course, establishing systems that reconceptualize how the NHS—one of Europe’s largest employers—can extend opportunities to care leavers.

The Programme is meticulous in its approach, initiating with thorough assessments of existing practices, establishing governance structures, and obtaining senior buy-in. It understands that meaningful participation requires more than noble aims—it demands tangible actions.

In NHS Birmingham and Solihull ICB, where James began his journey, they’ve developed a regular internal communication network with representatives who can offer support, advice, and guidance on wellbeing, HR matters, recruitment, and EDI initiatives.

The traditional NHS recruitment process—structured and potentially intimidating—has been thoughtfully adapted. Job advertisements now highlight character attributes rather than extensive qualifications. Applications have been redesigned to consider the particular difficulties care leavers might experience—from missing employment history to having limited internet access.

Maybe most importantly, the Programme acknowledges that beginning employment can present unique challenges for care leavers who may be handling self-sufficiency without the backup of familial aid. Matters like travel expenses, proper ID, and financial services—taken for granted by many—can become major obstacles.

The elegance of the Programme lies in its meticulous consideration—from explaining payslip deductions to helping with commuting costs until that essential first wage disbursement. Even apparently small matters like rest periods and professional behavior are thoughtfully covered.

For James, whose career trajectory has “changed” his life, the Programme delivered more than employment. It offered him a perception of inclusion—that intangible quality that grows when someone feels valued not despite their history but because their particular journey enhances the institution.

“Working for the NHS isn’t just about doctors and nurses,” James observes, his gaze showing the modest fulfillment of someone who has secured his position. “It’s about a family of different jobs and roles, a family of people who really connect.”

The NHS Universal Family Programme exemplifies more than an job scheme. It exists as a powerful statement that systems can adapt to include those who have experienced life differently. In doing so, they not only alter individual futures but improve their services through the distinct viewpoints that care leavers provide.

As James walks the corridors, his involvement silently testifies that with the right support, care leavers can succeed in environments once considered beyond reach. The arm that the NHS has offered through this Programme symbolizes not charity but acknowledgment of hidden abilities and the fundamental reality that all people merit a family that believes in them.