NHS: Belonging in White Corridors

Among the organized chaos of medical professionals in Birmingham, a young man named James Stokes carries himself with the measured poise of someone who has found his place. His smart shoes barely make a sound as he acknowledges colleagues—some by name, others with the comfortable currency of a "good morning."

James displays his credentials not merely as an employee badge but as a symbol of inclusion. It sits against a neatly presented outfit that betrays nothing of the difficult path that preceded his arrival.

What sets apart James from many of his colleagues is not visible on the surface. His presence gives away nothing of the fact that he was among the first recruits of the NHS Universal Family Programme—an effort crafted intentionally for young people who have spent time in care.

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

The statistics reveal a challenging reality. Care leavers frequently encounter poorer mental health outcomes, economic uncertainty, housing precarity, and lower academic success compared to their peers. Behind these impersonal figures are individual journeys of young people who have navigated a system that, despite best intentions, often falls short in providing the nurturing environment that forms most young lives.

The NHS Universal Family Programme, launched in January 2023 following NHS England's promise to the Care Leaver Covenant, signifies a substantial transformation in systemic approach. At its heart, it accepts that the entire state and civil society should function as a "communal support system" for those who haven't experienced the stability of a traditional family setting.

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

The Programme is detailed in its methodology, starting from comprehensive audits of existing procedures, creating governance structures, and garnering executive backing. It recognizes 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 established a reliable information exchange with representatives who can deliver assistance and counsel on mental health, HR matters, recruitment, and equality, diversity, and inclusion.

The traditional NHS recruitment process—formal and often daunting—has been thoughtfully adapted. Job advertisements now focus on attitudinal traits rather than extensive qualifications. Application procedures have been reconsidered to accommodate the particular difficulties care leavers might experience—from not having work-related contacts to having limited internet access.

Perhaps most significantly, the Programme acknowledges that beginning employment can create specific difficulties for care leavers who may be managing independent living without the support of familial aid. Matters like commuting fees, personal documentation, and bank accounts—taken for granted by many—can become significant barriers.

The brilliance of the Programme lies in its meticulous consideration—from clarifying salary details to helping with commuting costs until that crucial first payday. Even apparently small matters like coffee breaks and professional behavior are carefully explained.

For James, whose NHS journey has "changed" his life, the Programme offered more than a job. It gave him a perception of inclusion—that ineffable quality that emerges when someone is appreciated not despite their history but because their unique life experiences enhances the workplace.

"Working for the NHS isn't just about doctors and nurses," James notes, his eyes reflecting the modest fulfillment of someone who has secured his position. "It's about a collective of different jobs and roles, a group of people who really connect."

The NHS Universal Family Programme embodies more than an employment initiative. It functions as a strong assertion 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 unique perspectives that care leavers provide.

As James walks the corridors, his presence 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 symbolizes not charity but appreciation of untapped potential and the fundamental reality that everyone deserves a community that believes in them.