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 polished footwear whisper against the floor as he exchanges pleasantries with colleagues—some by name, others with the comfortable currency of a “good morning.”

James wears his NHS lanyard not merely as institutional identification but as a symbol of belonging. It rests against a neatly presented outfit that gives no indication of the challenging road that led him to this place.

What separates James from many of his colleagues is not obvious to the casual observer. His presence gives away 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 experienced life in local authority care.

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

The statistics tell a troubling story. Care leavers commonly experience higher rates of mental health issues, money troubles, housing precarity, and lower academic success compared to their contemporaries. Behind these cold statistics are personal narratives of young people who have traversed a system that, despite genuine attempts, regularly misses the mark in delivering the stable base that forms most young lives.

The NHS Universal Family Programme, initiated in January 2023 following NHS England’s promise to the Care Leaver Covenant, embodies a substantial transformation in institutional thinking. Fundamentally, it acknowledges that the complete state and civil society should function as a “universal family” for those who haven’t known the security of a traditional family setting.

A select group of healthcare regions across England have led the way, establishing frameworks that reimagine how the NHS—one of Europe’s largest employers—can create pathways to care leavers.

The Programme is thorough in its approach, beginning with detailed evaluations of existing procedures, creating governance structures, and securing senior buy-in. It understands that meaningful participation requires more than good intentions—it demands practical measures.

In NHS Birmingham and Solihull ICB, where James began his journey, they’ve developed a consistent support system with representatives who can offer assistance and counsel on personal welfare, HR matters, recruitment, and EDI initiatives.

The conventional NHS recruitment process—formal and possibly overwhelming—has been intentionally adjusted. Job advertisements now focus on character attributes rather than long lists of credentials. Application processes have been reconsidered to accommodate the unique challenges care leavers might face—from missing employment history to facing barriers to internet access.

Maybe most importantly, the Programme acknowledges that starting a job can pose particular problems for care leavers who may be managing independent living without the safety net of familial aid. Issues like commuting fees, identification documents, and financial services—assumed basic by many—can become significant barriers.

The brilliance of the Programme lies in its meticulous consideration—from outlining compensation information to providing transportation assistance until that critical first payday. Even seemingly minor aspects like coffee breaks and office etiquette are deliberately addressed.

For James, whose career trajectory has “revolutionized” his life, the Programme provided more than work. It offered him a feeling of connection—that elusive quality that grows when someone feels valued not despite their past but because their distinct perspective enriches the workplace.

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

The NHS Universal Family Programme represents more than an job scheme. It exists as a strong assertion that organizations can adapt to welcome those who have navigated different paths. In doing so, they not only alter individual futures but enrich themselves through the distinct viewpoints that care leavers contribute.

As James moves through the hospital, his presence subtly proves that with the right assistance, care leavers can thrive in environments once thought inaccessible. The embrace that the NHS has offered through this Programme symbolizes not charity but acknowledgment of untapped potential and the profound truth that everyone deserves a community that believes in them.