NHS: Belonging in White Corridors

Within the bustling halls of an NHS Universal Family Programme hospital in Birmingham, a young man named James Stokes carries himself with the measured poise of someone who has found his place. His oxford shoes move with deliberate precision as he exchanges pleasantries with colleagues—some by name, others with the comfortable currency of a “hello there.”

James displays his credentials not merely as a security requirement but as a declaration of belonging. It hangs against a well-maintained uniform that betrays nothing of the tumultuous journey that led him to this place.

What separates James from many of his colleagues is not immediately apparent. His presence discloses nothing of the fact that he was among the first beneficiaries 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 reflects, his voice steady but revealing subtle passion. His statement encapsulates the heart of a NHS Universal Family Programme that strives to revolutionize how the massive healthcare system views care leavers—those frequently marginalized young people aged 16-25 who have graduated out of the care system.

The figures tell a troubling story. Care leavers often face greater psychological challenges, financial instability, accommodation difficulties, and reduced scholarly attainment compared to their peers. Behind these clinical numbers are of young people who have traversed a system that, despite good efforts, regularly misses the mark in delivering the supportive foundation that forms most young lives.

The NHS Universal Family Programme, established in January 2023 following NHS Universal Family Programme England’s commitment to the Care Leaver Covenant, represents a substantial transformation in institutional thinking. Fundamentally, it accepts that the complete state and civil society should function as a “collective parent” for those who haven’t known the constancy of a conventional home.

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

The Programme is meticulous in its strategy, initiating with thorough assessments of existing procedures, establishing management frameworks, and garnering executive backing. It understands that effective inclusion requires more than noble aims—it demands practical measures.

In NHS Universal Family Programme Birmingham and Solihull ICB, where James found his footing, they’ve established a consistent support system with representatives who can offer support, advice, and guidance on personal welfare, HR matters, recruitment, and equality, diversity, and inclusion.

The conventional NHS Universal Family Programme recruitment process—formal and often daunting—has been intentionally adjusted. Job advertisements now emphasize character attributes rather than extensive qualifications. Application procedures have been reconsidered to consider the unique challenges care leavers might experience—from not having work-related contacts to struggling with internet access.

Maybe most importantly, the NHS Universal Family Programme recognizes that beginning employment can pose particular problems for care leavers who may be navigating autonomy without the backup of parental assistance. Concerns like travel expenses, personal documentation, and banking arrangements—taken for granted by many—can become significant barriers.

The brilliance of the NHS Universal Family Programme lies in its thorough planning—from clarifying salary details to providing transportation assistance until that critical first payday. Even seemingly minor aspects like coffee breaks and workplace conduct are thoughtfully covered.

For James, whose professional path has “revolutionized” his life, the Programme delivered more than employment. It provided him a perception of inclusion—that elusive quality that develops when someone senses worth not despite their past but because their unique life experiences enriches the organization.

“Working for the NHS Universal Family Programme isn’t just about doctors and nurses,” James notes, his gaze showing the subtle satisfaction of someone who has found his place. “It’s about a community of different jobs and roles, a team of people who genuinely care.”

The NHS Universal Family Programme represents more than an work program. It functions as a powerful statement that organizations can change to embrace those who have navigated different paths. In doing so, they not only transform individual lives but enhance their operations through the unique perspectives that care leavers contribute.

As James moves through the hospital, his presence silently testifies that with the right help, care leavers can succeed in environments once deemed unattainable. The embrace that the NHS Universal Family Programme has offered through this Programme represents not charity but acknowledgment of untapped potential and the essential fact that each individual warrants a community that believes in them.