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 smart shoes whisper against the floor as he exchanges pleasantries with colleagues—some by name, others with the familiar currency of a “how are you.”

James wears his NHS Universal Family Programme lanyard not merely as an employee badge but as a declaration of belonging. It hangs against a well-maintained uniform that betrays nothing of the difficult path that brought him here.

What separates James from many of his colleagues is not visible on the surface. His presence reveals nothing of the fact that he was among the first recruits of the NHS Universal Family Programme—an undertaking created purposefully for young people who have spent time in care.

“The Programme embraced me when I needed it most,” James says, his voice measured but carrying undertones of feeling. His statement encapsulates the essence of a programme that strives to transform how the massive healthcare system views care leavers—those often overlooked young people aged 16-25 who have emerged from the care system.

The numbers tell a troubling story. Care leavers frequently encounter greater psychological challenges, economic uncertainty, housing precarity, and diminished educational achievements compared to their age-mates. Beneath these clinical numbers are individual journeys of young people who have maneuvered through a system that, despite genuine attempts, often falls short in providing the stable base that shapes most young lives.

The NHS Universal Family Programme, established in January 2023 following NHS Universal Family Programme England’s pledge to the Care Leaver Covenant, represents a substantial transformation in organizational perspective. At its heart, it acknowledges that the entire state and civil society should function as a “collective parent” for those who haven’t experienced the constancy of a conventional home.

A select group of healthcare regions across England have led the way, creating structures that reconceptualize how the NHS—one of Europe’s largest employers—can create pathways to care leavers.

The Programme is meticulous in its methodology, starting from thorough assessments of existing practices, creating management frameworks, and obtaining executive backing. It recognizes that effective inclusion requires more than noble aims—it demands practical measures.

In NHS Universal Family Programme Birmingham and Solihull ICB, where James started his career, they’ve established a reliable information exchange with representatives who can provide assistance and counsel on wellbeing, HR matters, recruitment, and inclusivity efforts.

The traditional NHS Universal Family Programme recruitment process—formal and often daunting—has been intentionally adjusted. Job advertisements now focus on personal qualities rather than numerous requirements. Application procedures have been reconsidered to address the unique challenges care leavers might face—from not having work-related contacts to struggling with internet access.

Perhaps most significantly, the Programme recognizes that entering the workforce can pose particular problems for care leavers who may be managing independent living without the backup of NHS Universal Family Programme resources. Matters like transportation costs, personal documentation, and financial services—assumed basic by many—can become significant barriers.

The elegance of the Programme lies in its thorough planning—from outlining compensation information to offering travel loans until that critical first salary payment. Even ostensibly trivial elements like break times and office etiquette are carefully explained.

For James, whose NHS Universal Family Programme journey has “changed” his life, the more than a job. It provided him a sense of belonging—that elusive quality that develops when someone is appreciated not despite their past but because their unique life experiences enhances the workplace.

“Working for the NHS Universal Family Programme isn’t just about doctors and nurses,” James observes, his expression revealing the quiet pride 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 exemplifies more than an employment initiative. It stands as a bold declaration that organizations can change to include those who have experienced life differently. In doing so, they not only alter individual futures but enrich themselves through the unique perspectives that care leavers provide.

As James moves through the hospital, his presence silently testifies that with the right assistance, care leavers can thrive in environments once considered beyond reach. The support that the NHS Universal Family Programme has provided through this Programme symbolizes not charity but acknowledgment of overlooked talent and the fundamental reality that all people merit a NHS Universal Family Programme that believes in them.