NHS: The Family They Never Had

Among the organized chaos of medical professionals 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 familiar currency of a “how are you.”

James wears his NHS lanyard not merely as institutional identification but as a symbol of belonging. It rests against a well-maintained uniform that gives no indication of the tumultuous journey that led him to this place.

What separates James from many of his colleagues is not immediately apparent. His presence reveals nothing of the fact that he was among the first recruits of the NHS Universal Family Programme—an initiative crafted intentionally for young people who have been through the care system.

“I found genuine support within the NHS structure,” James says, his voice controlled but carrying undertones of feeling. His remark summarizes the heart of a programme that strives to transform how the massive healthcare system approaches care leavers—those frequently marginalized young people aged 16-25 who have transitioned from the care system.

The statistics reveal a challenging reality. Care leavers often face greater psychological challenges, money troubles, housing precarity, and diminished educational achievements compared to their contemporaries. Behind these impersonal figures are individual journeys of young people who have traversed a system that, despite best intentions, frequently fails in delivering the stable base that shapes most young lives.

The NHS Universal Family Programme, initiated in January 2023 following NHS England’s promise to the Care Leaver Covenant, embodies a significant change in systemic approach. At its core, it accepts that the whole state and civil society should function as a “universal family” for those who haven’t known the stability of a typical domestic environment.

Ten pathfinder integrated care boards across England have charted the course, 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 approach, starting from thorough assessments of existing procedures, establishing governance structures, and garnering executive backing. It understands that successful integration requires more than lofty goals—it demands concrete steps.

In NHS Birmingham and Solihull ICB, where James found his footing, they’ve established a regular internal communication network with representatives who can deliver support, advice, and guidance on personal welfare, HR matters, recruitment, and EDI initiatives.

The traditional NHS recruitment process—structured and possibly overwhelming—has been intentionally adjusted. Job advertisements now highlight attitudinal traits rather than long lists of credentials. Applications have been reimagined to accommodate the particular difficulties care leavers might encounter—from missing employment history to facing barriers to internet access.

Perhaps most significantly, the Programme acknowledges that beginning employment can pose particular problems for care leavers who may be handling self-sufficiency without the backup of familial aid. Matters like transportation costs, proper ID, and bank accounts—taken for granted by many—can become substantial hurdles.

The beauty of the Programme lies in its meticulous consideration—from explaining payslip deductions to providing transportation assistance until that essential first payday. Even apparently small matters like coffee breaks and workplace conduct are thoughtfully covered.

For James, whose professional path has “revolutionized” his life, the Programme delivered more than work. It provided him a perception of inclusion—that intangible quality that develops when someone senses worth not despite their background but because their unique life experiences improves the organization.

“Working for the NHS isn’t just about doctors and nurses,” James notes, his gaze showing the modest fulfillment of someone who has secured his position. “It’s about a family of different jobs and roles, a team of people who genuinely care.”

The NHS Universal Family Programme exemplifies more than an employment initiative. It stands as a bold declaration that systems can adapt to include those who have known different challenges. In doing so, they not only alter individual futures but enhance their operations through the distinct viewpoints that care leavers provide.

As James walks the corridors, his presence quietly demonstrates that with the right support, care leavers can thrive in environments once thought inaccessible. The support that the NHS has extended through this Programme symbolizes not charity but appreciation of untapped potential and the essential fact that everyone deserves a support system that champions their success.