NHS: Belonging in White Corridors

Among the organized chaos of medical professionals in Birmingham, a young man named James Stokes moves with quiet purpose. His polished footwear barely make a sound as he acknowledges colleagues—some by name, others with the universal currency of a "hello there."

James carries his identification not merely as an employee badge but as a symbol of inclusion. It hangs against a neatly presented outfit that betrays nothing of the difficult path that brought him here.

What separates James from many of his colleagues is not obvious to the casual observer. His demeanor 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 experienced life in local authority care.

"I found genuine support within the NHS structure," James explains, his voice controlled but carrying undertones of feeling. His observation summarizes the core of a programme that aims to reinvent how the enormous healthcare system views care leavers—those often overlooked young people aged 16-25 who have graduated out of the care system.

The figures paint a stark picture. Care leavers commonly experience greater psychological challenges, financial instability, shelter insecurities, and reduced scholarly attainment compared to their contemporaries. Beneath these impersonal figures are individual journeys of young people who have maneuvered through a system that, despite genuine attempts, often falls short in offering the stable base that forms most young lives.

The NHS Universal Family Programme, established in January 2023 following NHS England's promise to the Care Leaver Covenant, embodies a substantial transformation in organizational perspective. Fundamentally, it acknowledges that the complete state and civil society should function as a "universal family" for those who haven't known the security of a traditional family setting.

Ten pioneering healthcare collectives across England have charted the course, creating structures that reimagine how the NHS—one of Europe's largest employers—can extend opportunities to care leavers.

The Programme is meticulous in its approach, beginning with thorough assessments of existing practices, establishing oversight mechanisms, and garnering leadership support. It understands that successful integration requires more than lofty goals—it demands practical measures.

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

The standard NHS recruitment process—formal and often daunting—has been thoughtfully adapted. Job advertisements now highlight personal qualities rather than extensive qualifications. Application procedures have been reimagined to accommodate the particular difficulties care leavers might face—from missing employment history to struggling with internet access.

Perhaps most significantly, the Programme recognizes that starting a job can present unique challenges for care leavers who may be handling self-sufficiency without the backup of familial aid. Matters like travel expenses, personal documentation, and financial services—assumed basic by many—can become substantial hurdles.

The brilliance of the Programme lies in its meticulous consideration—from explaining payslip deductions to helping with commuting costs until that essential first wage disbursement. Even ostensibly trivial elements like rest periods and office etiquette are thoughtfully covered.

For James, whose career trajectory has "changed" his life, the Programme provided more than work. It offered him a sense of belonging—that ineffable quality that emerges when someone senses worth not despite their history but because their particular journey enhances the organization.

"Working for the NHS isn't just about doctors and nurses," James notes, his expression revealing the subtle satisfaction of someone who has secured his position. "It's about a community of different jobs and roles, a team of people who genuinely care."

The NHS Universal Family Programme embodies more than an employment initiative. It functions as a strong assertion that institutions can adapt to welcome those who have known different challenges. In doing so, they not only transform individual lives but enrich themselves through the unique perspectives that care leavers bring to the table.

As James walks the corridors, his involvement subtly proves that with the right assistance, care leavers can flourish in environments once deemed unattainable. The support that the NHS has provided through this Programme signifies not charity but appreciation of hidden abilities and the profound truth that all people merit a community that believes in them.