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 smart shoes move with deliberate precision as he exchanges pleasantries with colleagues—some by name, others with the universal currency of a “hello there.”

James wears his NHS lanyard not merely as an employee badge but as a declaration of inclusion. It hangs against a well-maintained uniform that offers no clue of the tumultuous journey that preceded his arrival.

What sets apart James from many of his colleagues is not obvious to the casual observer. His presence discloses nothing of the fact that he was among the first participants of the NHS Universal Family Programme—an effort crafted intentionally for young people who have been through the care system.

“I found genuine support within the NHS structure,” James says, his voice steady but carrying undertones of feeling. His observation captures the essence of a programme that aims to revolutionize how the massive healthcare system perceives care leavers—those often overlooked young people aged 16-25 who have graduated out of 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 age-mates. Beneath these impersonal figures are individual journeys of young people who have navigated a system that, despite genuine attempts, frequently fails in offering 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, represents a substantial transformation in organizational perspective. At its heart, it recognizes that the complete state and civil society should function as a “collective parent” for those who haven’t experienced the security of a traditional family setting.

A select group of healthcare regions across England have led the way, establishing structures that reconceptualize how the NHS—one of Europe’s largest employers—can open its doors to care leavers.

The Programme is thorough in its methodology, starting from thorough assessments of existing procedures, forming management frameworks, and obtaining senior buy-in. It acknowledges that meaningful participation requires more than noble aims—it demands practical measures.

In NHS Birmingham and Solihull ICB, where James began his journey, they’ve established a reliable information exchange with representatives who can offer support, advice, and guidance on personal welfare, HR matters, recruitment, and equality, diversity, and inclusion.

The traditional NHS recruitment process—structured and often daunting—has been carefully modified. Job advertisements now highlight character attributes rather than numerous requirements. Application procedures have been redesigned to accommodate the unique challenges care leavers might encounter—from lacking professional references to struggling with internet access.

Perhaps most significantly, the Programme acknowledges that beginning employment can present unique challenges for care leavers who may be managing independent living without the safety net of familial aid. Concerns like commuting fees, identification documents, and banking arrangements—taken for granted by many—can become major obstacles.

The beauty of the Programme lies in its attention to detail—from clarifying salary details to helping with commuting costs until that crucial first wage disbursement. Even ostensibly trivial elements like rest periods and workplace conduct are deliberately addressed.

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

“Working for the NHS isn’t just about doctors and nurses,” James notes, his eyes reflecting the modest fulfillment of someone who has found his place. “It’s about a collective of different jobs and roles, a group of people who truly matter.”

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 experienced life differently. In doing so, they not only change personal trajectories but improve their services through the distinct viewpoints that care leavers bring to the table.

As James moves through the hospital, his presence silently testifies that with the right support, care leavers can flourish in environments once considered beyond reach. The support that the NHS has extended through this Programme symbolizes not charity but acknowledgment of hidden abilities and the essential fact that all people merit a community that believes in them.