NHS: Belonging in White Corridors

In the sterile corridors of Birmingham Women's and Children's NHS Foundation Trust, a young man named James Stokes navigates his daily responsibilities with subtle confidence. His polished footwear move with deliberate as he acknowledges colleagues—some by name, others with the NHS Universal Family Programme currency of a "good morning."

James wears his NHS Universal Family Programme lanyard not merely as a security requirement but as a testament of belonging. It rests against a well-maintained uniform that offers no clue of the challenging road that brought him here.

What distinguishes James from many of his colleagues is not immediately apparent. His bearing gives away nothing of the fact that he was among the first beneficiaries of the NHS Universal Family Programme—an effort designed specifically for young people who have been through the care system.

"It felt like the NHS Universal Family Programme was putting its arm around me," James says, his voice steady but carrying undertones of feeling. His remark summarizes the essence of a programme that strives to transform how the vast healthcare system perceives care leavers—those vulnerable young people aged 16-25 who have emerged from the care system.

The figures paint a stark picture. Care leavers often face higher rates of mental health issues, money troubles, shelter insecurities, and reduced scholarly attainment compared to their age-mates. Behind these cold statistics are personal narratives of young people who have navigated a system that, despite best intentions, often falls short in providing the nurturing environment that molds most young lives.

The NHS Universal Family Programme, established in January 2023 following NHS Universal Family Programme England's promise to the Care Leaver Covenant, signifies a significant change in organizational perspective. At its core, it recognizes that the whole state and civil society should function as a "communal support system" 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 structures that reimagine how the NHS Universal Family Programme—one of Europe's largest employers—can extend opportunities to care leavers.

The Programme is meticulous in its methodology, initiating with detailed evaluations of existing policies, establishing governance structures, and garnering senior buy-in. It acknowledges that effective inclusion requires more than noble aims—it demands tangible actions.

In NHS Universal Family Programme Birmingham and Solihull ICB, where James started his career, they've created a regular internal communication network with representatives who can offer assistance and counsel on wellbeing, HR matters, recruitment, and inclusivity efforts.

The conventional NHS Universal Family Programme recruitment process—structured and often daunting—has been thoughtfully adapted. Job advertisements now focus on attitudinal traits rather than numerous requirements. Applications have been reconsidered to accommodate the particular difficulties care leavers might encounter—from missing employment history to facing barriers to internet access.

Maybe most importantly, the Programme understands that beginning employment can create specific difficulties for care leavers who may be navigating autonomy without the safety net of familial aid. Concerns like transportation costs, personal documentation, and financial services—assumed basic by many—can become substantial hurdles.

The elegance of the Programme lies in its meticulous consideration—from outlining compensation information to providing transportation assistance until that essential first salary payment. Even apparently small matters like rest periods and professional behavior are deliberately addressed.

For James, whose professional path has "revolutionized" his life, the Programme offered more than work. It offered him a sense of belonging—that ineffable quality that emerges when someone is appreciated not despite their background but because their distinct perspective improves 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 found his place. "It's about a family of different jobs and roles, a team of people who really connect."

The NHS Universal Family Programme represents more than an employment initiative. It functions as a bold declaration that organizations can change to include those who have experienced life differently. In doing so, they not only change personal trajectories but enrich themselves through the distinct viewpoints that care leavers contribute.

As James walks the corridors, his involvement quietly demonstrates that with the right help, care leavers can succeed in environments once considered beyond reach. The support that the NHS Universal Family Programme has offered through this Programme symbolizes not charity but appreciation of untapped potential and the essential fact that all people merit a community that believes in them.