NHS: The Family They Never Had

Among the organized chaos of medical professionals in Birmingham, a young man named James Stokes moves with quiet purpose. His oxford shoes barely make a sound as he exchanges pleasantries with colleagues—some by name, others with the universal currency of a “hello there.”

James displays his credentials not merely as an employee badge but as a testament of inclusion. It rests against a neatly presented outfit that offers no clue of the difficult path that led him to this place.

What separates James from many of his colleagues is not visible on the surface. His bearing discloses nothing of the fact that he was among the first participants of the NHS Universal Family Programme—an initiative designed specifically for young people who have been through the care system.

“I found genuine support within the NHS structure,” James reflects, his voice measured but carrying undertones of feeling. His statement captures the essence of a programme that strives to reinvent how the enormous healthcare system approaches care leavers—those vulnerable young people aged 16-25 who have transitioned from the care system.

The statistics tell a troubling story. Care leavers commonly experience poorer mental health outcomes, financial instability, shelter insecurities, and lower academic success compared to their age-mates. Behind these impersonal figures are human stories of young people who have navigated a system that, despite best intentions, frequently fails in offering the nurturing environment that forms most young lives.

The NHS Universal Family Programme, launched in January 2023 following NHS England’s pledge to the Care Leaver Covenant, signifies a substantial transformation in systemic approach. At its core, it acknowledges that the whole state and civil society should function as a “universal family” for those who haven’t experienced the stability of a typical domestic environment.

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

The Programme is thorough in its strategy, starting from detailed evaluations of existing practices, forming governance structures, and garnering senior buy-in. It recognizes that effective inclusion requires more than good intentions—it demands tangible actions.

In NHS Birmingham and Solihull ICB, where James found his footing, they’ve created a regular internal communication network with representatives who can offer assistance and counsel on personal welfare, HR matters, recruitment, and inclusivity efforts.

The traditional NHS recruitment process—formal and possibly overwhelming—has been carefully modified. Job advertisements now emphasize character attributes rather than long lists of credentials. Applications have been redesigned to address the particular difficulties care leavers might encounter—from not having work-related contacts to struggling with internet access.

Possibly most crucially, the Programme acknowledges that entering the workforce can create specific difficulties for care leavers who may be handling self-sufficiency without the backup of family resources. Concerns like transportation costs, identification documents, and financial services—taken for granted by many—can become substantial hurdles.

The beauty of the Programme lies in its attention to detail—from clarifying salary details to helping with commuting costs until that critical first salary payment. Even ostensibly trivial elements like break times and office etiquette are thoughtfully covered.

For James, whose professional path has “revolutionized” his life, the Programme provided more than work. It offered him a sense of belonging—that elusive quality that develops when someone is appreciated not despite their background but because their unique life experiences enhances the institution.

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

The NHS Universal Family Programme represents more than an employment initiative. It stands as a strong assertion that institutions can change to embrace 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 participation subtly proves that with the right help, care leavers can succeed in environments once deemed unattainable. The embrace that the NHS has provided through this Programme represents not charity but appreciation of overlooked talent and the fundamental reality that each individual warrants a community that champions their success.