NHS: Belonging in White Corridors

Within the bustling halls of an NHS Universal Family Programme hospital in Birmingham, a young man named James Stokes navigates his daily responsibilities with subtle confidence. His smart shoes barely make a sound as he greets colleagues—some by name, others with the NHS Universal Family Programme currency of a “good morning.”

James displays his credentials not merely as a security requirement but as a testament of belonging. It sits against a pressed shirt that offers no clue of the difficult path that preceded his arrival.

What distinguishes James from many of his colleagues is not obvious to the casual observer. His presence gives away nothing of the fact that he was among the first recruits of the NHS Universal Family Programme—an effort created purposefully for young people who have been through the care system.

“I found genuine support within the NHS Universal Family Programme structure,” James explains, his voice measured but tinged with emotion. His remark encapsulates the heart of a programme that aims to transform how the enormous healthcare system views care leavers—those frequently marginalized young people aged 16-25 who have transitioned from the care system.

The figures tell a troubling story. Care leavers commonly experience higher rates of mental health issues, economic uncertainty, accommodation difficulties, and diminished educational achievements compared to their contemporaries. Behind these impersonal figures are human stories of young people who have navigated a system that, despite good efforts, often falls short in delivering the nurturing environment that shapes most young lives.

The NHS NHS Universal Family Programme Family Programme, launched in January 2023 following NHS England’s promise to the Care Leaver Covenant, embodies a profound shift in systemic approach. Fundamentally, it acknowledges that the complete state and civil society should function as a “universal family” for those who haven’t known the stability of a conventional home.

A select group of healthcare regions across England have blazed the trail, establishing frameworks that reimagine how the NHS Universal Family Programme—one of Europe’s largest employers—can extend opportunities to care leavers.

The Programme is detailed in its methodology, beginning with comprehensive audits of existing practices, forming management frameworks, and securing leadership support. It recognizes that effective inclusion requires more than good intentions—it demands concrete steps.

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 deliver help and direction on wellbeing, HR matters, recruitment, and equality, diversity, and inclusion.

The traditional NHS Universal Family Programme recruitment process—rigid and potentially intimidating—has been intentionally adjusted. Job advertisements now highlight personal qualities rather than extensive qualifications. Application processes have been redesigned to the particular difficulties care leavers might face—from not having work-related contacts to facing barriers to internet access.

Possibly most crucially, the Programme acknowledges that beginning employment can pose particular problems for care leavers who may be managing independent living without the safety net of family resources. Concerns like commuting fees, proper ID, and financial services—assumed basic by many—can become substantial hurdles.

The brilliance of the Programme lies in its thorough planning—from clarifying salary details to offering travel loans until that critical first wage disbursement. Even apparently small matters like coffee breaks and professional behavior are carefully explained.

For James, whose NHS Universal Family Programme journey has “changed” his life, the Programme delivered more than work. It gave him a perception of inclusion—that elusive quality that grows when someone feels valued not despite their past but because their particular journey enhances the workplace.

“Working for the NHS Universal Family Programme isn’t just about doctors and nurses,” James comments, his expression revealing the subtle satisfaction of someone who has secured his position. “It’s about a collective of different jobs and roles, a family of people who genuinely care.”

The NHS Universal Family Programme embodies more than an work program. It functions as a strong assertion that systems can adapt to embrace those who have experienced life differently. In doing so, they not only change personal trajectories but enhance their operations through the unique perspectives that care leavers contribute.

As James navigates his workplace, his involvement quietly demonstrates that with the right assistance, care leavers can succeed in environments once thought inaccessible. The arm that the NHS Universal Family Programme has offered through this Programme signifies not charity but acknowledgment of untapped potential and the essential fact that all people merit a community that supports their growth.