NHS: A Universal Embrace

In the sterile corridors of Birmingham Women’s and Children’s NHS Foundation Trust, a young man named James Stokes navigates his daily responsibilities with subtle confidence. His oxford shoes move with deliberate precision as he exchanges pleasantries with colleagues—some by name, others with the comfortable currency of a “how are you.”

James displays his credentials not merely as a security requirement but as a declaration of belonging. It rests against a neatly presented outfit that gives no indication of the tumultuous journey that preceded his arrival.

What distinguishes James from many of his colleagues is not obvious to the casual observer. His demeanor gives away nothing of the fact that he was among the first recruits of the NHS Universal Family Programme—an effort crafted intentionally for young people who have experienced life in local authority care.

“It felt like the NHS was putting its arm around me,” James explains, his voice measured but revealing subtle passion. His remark encapsulates the heart of a programme that seeks to transform how the vast healthcare system approaches care leavers—those vulnerable young people aged 16-25 who have emerged from the care system.

The figures tell a troubling story. Care leavers frequently encounter poorer mental health outcomes, economic uncertainty, accommodation difficulties, and reduced scholarly attainment compared to their contemporaries. Beneath these clinical numbers are human stories of young people who have maneuvered through a system that, despite genuine attempts, frequently fails in delivering the supportive foundation that forms most young lives.

The NHS Universal Family Programme, established in January 2023 following NHS England’s commitment to the Care Leaver Covenant, embodies a profound shift in institutional thinking. At its heart, it accepts that the entire state and civil society should function as a “universal family” for those who haven’t experienced the stability of a traditional family setting.

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

The Programme is thorough in its strategy, beginning with detailed evaluations of existing policies, forming management frameworks, and securing executive backing. It acknowledges that successful integration requires more than good intentions—it demands practical measures.

In NHS Birmingham and Solihull ICB, where James found his footing, they’ve developed a consistent support system with representatives who can deliver support, advice, and guidance on wellbeing, HR matters, recruitment, and equality, diversity, and inclusion.

The traditional NHS recruitment process—structured and possibly overwhelming—has been intentionally adjusted. Job advertisements now focus on character attributes rather than numerous requirements. Applications have been reconsidered to accommodate the unique challenges care leavers might experience—from not having work-related contacts to having limited internet access.

Possibly most crucially, the Programme recognizes that starting a job can present unique challenges for care leavers who may be managing independent living without the backup of family resources. Matters like transportation costs, identification documents, and banking arrangements—assumed basic by many—can become substantial hurdles.

The brilliance of the Programme lies in its attention to detail—from outlining compensation information to providing transportation assistance until that essential first wage disbursement. Even apparently small matters like rest periods and professional behavior are deliberately addressed.

For James, whose NHS journey has “changed” his life, the Programme offered more than a job. It offered him a sense of belonging—that intangible quality that emerges when someone is appreciated not despite their history but because their unique life experiences enhances the institution.

“Working for the NHS isn’t just about doctors and nurses,” James observes, his gaze showing the quiet pride of someone who has discovered belonging. “It’s about a collective of different jobs and roles, a team of people who genuinely care.”

The NHS Universal Family Programme embodies more than an employment initiative. It stands as a strong assertion that systems can evolve to welcome those who have known different challenges. In doing so, they not only alter individual futures but improve their services through the distinct viewpoints that care leavers contribute.

As James navigates his workplace, his participation quietly demonstrates that with the right support, care leavers can thrive in environments once considered beyond reach. The embrace that the NHS has provided through this Programme signifies not charity but acknowledgment of untapped potential and the profound truth that each individual warrants a support system that believes in them.