NHS: The Family They Never Had

Among the organized chaos of medical professionals in Birmingham, a young man named James Stokes carries himself with the measured poise of someone who has found his place. His polished footwear whisper against the floor as he acknowledges colleagues—some by name, others with the comfortable currency of a “hello there.”

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

What sets apart 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 recruits of the NHS Universal Family Programme—an undertaking created purposefully for young people who have experienced life in local authority care.

“I found genuine support within the NHS structure,” James says, his voice measured but carrying undertones of feeling. His observation encapsulates the heart of a programme that seeks to revolutionize how the vast healthcare system approaches care leavers—those frequently marginalized young people aged 16-25 who have transitioned from the care system.

The numbers reveal a challenging reality. Care leavers commonly experience greater psychological challenges, money troubles, housing precarity, and reduced scholarly attainment compared to their contemporaries. Beneath these impersonal figures are human stories of young people who have traversed a system that, despite good efforts, often falls short in providing the nurturing environment that forms most young lives.

The NHS Universal Family Programme, initiated in January 2023 following NHS England’s commitment to the Care Leaver Covenant, represents a profound shift in systemic approach. Fundamentally, it accepts that the complete state and civil society should function as a “communal support system” for those who haven’t experienced the security of a typical domestic environment.

Ten pioneering healthcare collectives across England have blazed the trail, creating structures that rethink how the NHS—one of Europe’s largest employers—can open its doors to care leavers.

The Programme is meticulous in its strategy, starting from comprehensive audits of existing policies, establishing management frameworks, and obtaining senior buy-in. It recognizes that successful integration requires more than lofty goals—it demands tangible actions.

In NHS Birmingham and Solihull ICB, where James started his career, they’ve created a regular internal communication network with representatives who can deliver assistance and counsel on mental health, HR matters, recruitment, and equality, diversity, and inclusion.

The conventional NHS recruitment process—rigid and often daunting—has been intentionally adjusted. Job advertisements now emphasize attitudinal traits rather than long lists of credentials. Application procedures have been reimagined to address the particular difficulties care leavers might face—from lacking professional references 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 commuting fees, proper ID, and financial services—taken for granted by many—can become significant barriers.

The beauty of the Programme lies in its meticulous consideration—from clarifying salary details to offering travel loans until that crucial first payday. Even ostensibly trivial elements like coffee breaks and professional behavior are carefully explained.

For James, whose NHS journey has “changed” his life, the Programme provided more than a job. It gave him a perception of inclusion—that intangible quality that develops when someone senses worth not despite their past but because their unique life experiences enhances the organization.

“Working for the NHS isn’t just about doctors and nurses,” James notes, his expression revealing the modest fulfillment of someone who has secured his position. “It’s about a community of different jobs and roles, a group of people who really connect.”

The NHS Universal Family Programme represents more than an job scheme. It stands as a powerful statement that organizations can adapt to include those who have navigated different paths. In doing so, they not only change personal trajectories but enhance their operations through the distinct viewpoints that care leavers provide.

As James walks the corridors, his presence subtly proves that with the right assistance, care leavers can flourish in environments once considered beyond reach. The support that the NHS has offered through this Programme represents not charity but appreciation of hidden abilities and the essential fact that everyone deserves a support system that believes in them.