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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 moves with quiet purpose. His polished footwear whisper against the floor as he exchanges pleasantries with colleagues—some by name, others with the familiar currency of a “good morning.”

James wears his NHS lanyard not merely as an employee badge but as a declaration of inclusion. It sits against a well-maintained uniform that betrays nothing of the tumultuous journey that brought him here.

What distinguishes James from many of his colleagues is not obvious to the casual observer. His demeanor discloses nothing of the fact that he was among the first beneficiaries of the NHS Universal Family Programme—an effort crafted intentionally for young people who have spent time in care.

“The Programme embraced me when I needed it most,” James says, his voice steady but revealing subtle passion. His statement encapsulates the core of a programme that strives to transform 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 figures tell a troubling story. Care leavers commonly experience greater psychological challenges, money troubles, housing precarity, and reduced scholarly attainment compared to their age-mates. Behind these impersonal figures are human stories of young people who have maneuvered through a system that, despite good efforts, frequently fails 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, signifies a substantial transformation in institutional thinking. At its heart, it accepts that the complete state and civil society should function as a “collective parent” for those who haven’t known the security of a conventional home.

Ten pathfinder integrated care boards across England have blazed the trail, creating systems that reimagine how the NHS—one of Europe’s largest employers—can extend opportunities to care leavers.

The Programme is detailed in its strategy, beginning with thorough assessments of existing procedures, establishing governance structures, and obtaining senior buy-in. It understands that effective inclusion requires more than noble aims—it demands practical measures.

In NHS Birmingham and Solihull ICB, where James started his career, they’ve created a consistent support system with representatives who can offer help and direction on wellbeing, HR matters, recruitment, and inclusivity efforts.

The standard NHS recruitment process—structured and possibly overwhelming—has been thoughtfully adapted. Job advertisements now focus on attitudinal traits rather than numerous requirements. Application procedures have been reconsidered to address the specific obstacles care leavers might experience—from lacking professional references to having limited internet access.

Possibly most crucially, the Programme understands that entering the workforce can present unique challenges for care leavers who may be handling self-sufficiency without the backup of parental assistance. Issues like transportation costs, personal documentation, and financial services—considered standard by many—can become substantial hurdles.

The brilliance of the Programme lies in its attention to detail—from explaining payslip deductions to offering travel loans until that critical first salary payment. Even apparently small matters like coffee breaks and workplace conduct are carefully explained.

For James, whose professional path has “transformed” his life, the Programme offered more than work. It gave him a perception of inclusion—that intangible quality that grows when someone feels valued not despite their past but because their particular journey enhances the institution.

“Working for the NHS isn’t just about doctors and nurses,” James comments, his expression revealing the quiet pride of someone who has secured his position. “It’s about a community of different jobs and roles, a group of people who genuinely care.”

The NHS Universal Family Programme represents more than an work program. It functions as a bold declaration that systems can evolve to include those who have navigated different paths. In doing so, they not only change personal trajectories but improve their services through the special insights that care leavers bring to the table.

As James walks the corridors, his participation subtly proves that with the right support, care leavers can thrive in environments once deemed unattainable. The embrace that the NHS has provided through this Programme represents not charity but appreciation of overlooked talent and the essential fact that each individual warrants a community that believes in them.