NHS: The Family They Never Had

Within the bustling halls of an NHS hospital 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 exchanges pleasantries with colleagues—some by name, others with the comfortable currency of a “how are you.”

James carries his identification not merely as institutional identification but as a testament of acceptance. It hangs against a pressed shirt that offers no clue of the tumultuous journey that brought him here.

What distinguishes James from many of his colleagues is not visible on the surface. His presence gives away nothing of the fact that he was among the first participants of the NHS Universal Family Programme—an effort designed specifically for young people who have spent time in care.

“It felt like the NHS was putting its arm around me,” James says, his voice measured but revealing subtle passion. His statement encapsulates the heart of a programme that aims to transform how the massive healthcare system views care leavers—those vulnerable young people aged 16-25 who have graduated out of the care system.

The figures tell a troubling story. Care leavers commonly experience greater psychological challenges, financial instability, shelter insecurities, and lower academic success compared to their contemporaries. Behind these cold statistics are personal narratives of young people who have maneuvered through a system that, despite genuine attempts, frequently fails in offering the nurturing environment that forms most young lives.

The NHS Universal Family Programme, established in January 2023 following NHS England’s commitment to the Care Leaver Covenant, signifies a substantial transformation in institutional thinking. At its core, it acknowledges that the entire state and civil society should function as a “universal family” for those who have missed out on 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 extend opportunities to care leavers.

The Programme is detailed in its strategy, beginning with comprehensive audits of existing practices, creating management frameworks, and obtaining senior buy-in. It understands that meaningful participation requires more than lofty goals—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 personal welfare, HR matters, recruitment, and inclusivity efforts.

The conventional NHS recruitment process—rigid and possibly overwhelming—has been carefully modified. Job advertisements now highlight attitudinal traits rather than extensive qualifications. Applications have been reimagined to address the specific obstacles care leavers might encounter—from not having work-related contacts to struggling with internet access.

Maybe most importantly, the Programme acknowledges that beginning employment can present unique challenges for care leavers who may be managing independent living without the safety net of family resources. Concerns like transportation costs, identification documents, and banking arrangements—considered standard by many—can become substantial hurdles.

The beauty of the Programme lies in its thorough planning—from explaining payslip deductions to offering travel loans until that crucial 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 a job. It gave him a feeling of connection—that elusive quality that develops when someone is appreciated not despite their past but because their particular journey enhances the institution.

“Working for the NHS isn’t just about doctors and nurses,” James comments, his eyes reflecting the modest fulfillment of someone who has discovered belonging. “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 job scheme. It exists as a powerful statement that organizations can evolve to embrace those who have navigated different paths. In doing so, they not only transform individual lives but enrich themselves through the distinct viewpoints that care leavers contribute.

As James navigates his workplace, his involvement quietly demonstrates that with the right help, care leavers can succeed in environments once deemed unattainable. The support that the NHS has provided through this Programme symbolizes not charity but recognition of overlooked talent and the profound truth that everyone deserves a family that supports their growth.