NHS: Belonging in White Corridors

by Mozelle Reddy on September 10, 2025

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Among the organized chaos of medical professionals in Birmingham, a young man named James Stokes navigates his daily responsibilities with subtle confidence. His oxford shoes move with deliberate precision as he greets colleagues—some by name, others with the comfortable currency of a "good morning."

James carries his identification not merely as a security requirement but as a declaration of belonging. It rests against a neatly presented outfit that betrays nothing of the challenging road that preceded his arrival. <img src="https://www.england.nhs.uk/wp-content/themes/nhsengland/static/img/nhs-uk-logo.svg"; style="max-width:450px;float:right;padding:10px 0px 10px 10px;border:0px;" alt="" />

What distinguishes James from many of his colleagues is not obvious to the casual observer. His bearing reveals nothing of the fact that he was among the first recruits of the NHS Universal Family Programme—an undertaking crafted intentionally for young people who have been through the care system.

"I found genuine support within the NHS structure," James says, his voice steady but carrying undertones of feeling. His remark summarizes the heart of a programme that aims to revolutionize how the vast healthcare system views care leavers—those vulnerable young people aged 16-25 who have transitioned from the care system.

The figures reveal a challenging reality. Care leavers often face higher rates of mental health issues, financial instability, accommodation difficulties, and reduced scholarly attainment compared to their peers. Underlying these impersonal figures are human stories of young people who have navigated a system that, despite genuine attempts, regularly misses the mark in offering the supportive foundation that shapes most young lives.

The <a href="https://hnycareershub.co.uk/employer-resources/">NHS Universal Family Programme</a>, initiated in January 2023 following NHS England's commitment to the Care Leaver Covenant, represents a profound shift in institutional thinking. At its heart, it recognizes that the complete state and civil society should function as a "universal family" for those who haven't experienced the security of a typical domestic environment.

Ten pioneering healthcare collectives across England have led the way, establishing structures that rethink how the NHS—one of Europe's largest employers—can open its doors to care leavers.

The Programme is detailed in its methodology, starting from comprehensive audits of existing procedures, creating governance structures, and obtaining leadership support. It understands that effective inclusion requires more than noble aims—it demands tangible actions.

In NHS Birmingham and Solihull ICB, where James began his journey, they've created a consistent support system with representatives who can provide assistance and counsel on mental health, HR matters, recruitment, and EDI initiatives.

The traditional NHS recruitment process—rigid and often daunting—has been intentionally adjusted. Job advertisements now emphasize character attributes rather than extensive qualifications. Application procedures have been reimagined to address the unique challenges care leavers might encounter—from not having work-related contacts to facing barriers to internet access.

Maybe most importantly, the Programme recognizes that entering the workforce can present unique challenges for care leavers who may be navigating autonomy without the support of familial aid. Concerns like travel expenses, identification documents, and bank accounts—taken for granted by many—can become major obstacles.

The beauty of the Programme lies in its meticulous consideration—from clarifying salary details to helping with commuting costs until that essential first salary payment. Even ostensibly trivial elements like coffee breaks and workplace conduct are thoughtfully covered.

For James, whose career trajectory has "transformed" his life, the Programme delivered more than employment. It offered him a feeling of connection—that ineffable quality that develops when someone feels valued not despite their past but because their particular journey enriches the organization.

"Working for the NHS isn't just about doctors and nurses," James notes, his gaze showing the quiet pride of someone who has secured his position. "It's about a collective of different jobs and roles, a group of people who really connect." <img src="https://www.england.nhs.uk/wp-content/uploads/2024/05/universal-family-programme-peer-support-2048x2006.png"; style="max-width:450px;float:left;padding:10px 10px 10px 0px;border:0px;" alt="" />

The <a href="https://www.england.nhs.uk/long-read/nhs-universal-family-programme-quick-guide/">NHS Universal Family Programme</a> represents more than an employment initiative. It stands as a bold declaration that systems can adapt to welcome those who have known different challenges. In doing so, they not only transform individual lives but improve their services through the special insights that care leavers provide.

As James moves through the hospital, his involvement silently testifies that with the right assistance, care leavers can thrive in environments once thought inaccessible. The arm that the NHS has offered through this Programme represents not charity but recognition of untapped potential and the fundamental reality that each individual warrants a support system that champions their success.

Topics: health

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