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 oxford shoes whisper against the floor as he acknowledges colleagues—some by name, others with the familiar currency of a "how are you."

James wears his NHS lanyard not merely as institutional identification but as a testament of belonging. It hangs against a neatly presented outfit that gives no indication of the challenging road that led him to this place.

What distinguishes 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 recruits of the NHS Universal Family Programme—an initiative created purposefully for young people who have been through the care system.

"The Programme embraced me when I needed it most," James says, his voice measured but revealing subtle passion. His remark summarizes the essence of a programme that strives to reinvent how the vast healthcare system perceives care leavers—those frequently marginalized young people aged 16-25 who have transitioned from the care system.

The statistics reveal a challenging reality. Care leavers commonly experience higher rates of mental health issues, financial instability, shelter insecurities, and reduced scholarly attainment compared to their contemporaries. Behind these impersonal figures are individual journeys of young people who have maneuvered through a system that, despite good efforts, frequently fails in delivering the nurturing environment that molds most young lives.

The NHS Universal Family Programme, established in January 2023 following NHS England's pledge to the Care Leaver Covenant, signifies a significant change in organizational perspective. At its heart, it acknowledges that the whole state and civil society should function as a "universal family" for those who have missed out on the stability of a conventional home.

Ten pioneering healthcare collectives across England have charted the course, creating frameworks that rethink how the NHS—one of Europe's largest employers—can create pathways to care leavers.

The Programme is meticulous in its strategy, initiating with thorough assessments of existing practices, creating oversight mechanisms, and securing leadership support. It acknowledges that meaningful participation requires more than noble aims—it demands tangible actions.

In NHS Birmingham and Solihull ICB, where James found his footing, they've created a consistent support system with representatives who can offer help and direction on mental health, HR matters, recruitment, and equality, diversity, and inclusion.

The conventional NHS recruitment process—structured and potentially intimidating—has been intentionally adjusted. Job advertisements now highlight character attributes rather than numerous requirements. Application processes have been reconsidered to accommodate the particular difficulties care leavers might encounter—from not having work-related contacts to facing barriers to internet access.

Perhaps most significantly, the Programme recognizes that beginning employment can create specific difficulties for care leavers who may be managing independent living without the safety net of family resources. Concerns like commuting fees, personal documentation, and banking arrangements—taken for granted by many—can become significant barriers.

The beauty of the Programme lies in its meticulous consideration—from clarifying salary details to providing transportation assistance until that essential first wage disbursement. Even seemingly minor aspects like rest periods and professional behavior are carefully explained.

For James, whose NHS journey has "revolutionized" his life, the Programme offered more than a job. It gave him a sense of belonging—that ineffable quality that grows when someone senses worth not despite their past but because their distinct perspective enriches the institution.

"Working for the NHS isn't just about doctors and nurses," James comments, his eyes reflecting the subtle satisfaction of someone who has found his place. "It's about a family of different jobs and roles, a group of people who really connect."

The NHS Universal Family Programme exemplifies more than an job scheme. It exists as a strong assertion that organizations can change to welcome those who have navigated different paths. In doing so, they not only change personal trajectories but enrich themselves through the distinct viewpoints that care leavers bring to the table.

As James walks the corridors, his involvement subtly proves that with the right support, care leavers can thrive in environments once thought inaccessible. The arm that the NHS has provided through this Programme represents not charity but appreciation of hidden abilities and the essential fact that everyone deserves a family that believes in them.