NHS: The Family They Never Had

Among the organized chaos of medical professionals in Birmingham, a young man named James Stokes carries himself with the measured poise of someone who has found his place. His oxford shoes move with deliberate precision as he acknowledges colleagues—some by name, others with the familiar currency of a “how are you.”

James wears his NHS lanyard not merely as a security requirement but as a testament of acceptance. It sits against a neatly presented outfit that offers no clue of the difficult path that preceded his arrival.

What separates James from many of his colleagues is not visible on the surface. His presence discloses nothing of the fact that he was among the first recruits of the NHS Universal Family Programme—an undertaking created purposefully for young people who have experienced life in local authority care.

“It felt like the NHS was putting its arm around me,” James says, his voice steady but tinged with emotion. His remark encapsulates the heart of a programme that aims to revolutionize how the enormous healthcare system perceives care leavers—those often overlooked young people aged 16-25 who have graduated out of the care system.

The numbers tell a troubling story. Care leavers often face higher rates of mental health issues, money troubles, accommodation difficulties, and diminished educational achievements compared to their contemporaries. Beneath these cold statistics are human stories of young people who have navigated a system that, despite genuine attempts, frequently fails in providing the stable base that molds most young lives.

The NHS Universal Family Programme, established in January 2023 following NHS England’s promise to the Care Leaver Covenant, embodies a significant change in institutional thinking. At its core, it recognizes that the complete state and civil society should function as a “communal support system” for those who haven’t experienced the stability of a typical domestic environment.

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 create pathways to care leavers.

The Programme is detailed in its strategy, beginning with comprehensive audits of existing procedures, establishing management frameworks, and securing executive backing. It acknowledges that meaningful participation requires more than lofty goals—it demands concrete steps.

In NHS Birmingham and Solihull ICB, where James started his career, they’ve created a regular internal communication network with representatives who can offer help and direction on mental health, HR matters, recruitment, and inclusivity efforts.

The traditional NHS recruitment process—structured and often daunting—has been intentionally adjusted. Job advertisements now highlight attitudinal traits rather than long lists of credentials. Application processes have been reimagined to consider the unique challenges care leavers might face—from missing employment history to having limited internet access.

Maybe most importantly, the Programme understands that starting a job can present unique challenges for care leavers who may be navigating autonomy without the backup of parental assistance. Issues like travel expenses, identification documents, and banking arrangements—assumed basic by many—can become major obstacles.

The beauty of the Programme lies in its meticulous consideration—from outlining compensation information to providing transportation assistance until that essential first payday. Even ostensibly trivial elements like coffee breaks and workplace conduct are carefully explained.

For James, whose career trajectory has “revolutionized” his life, the Programme provided more than a job. It gave him a perception of inclusion—that intangible quality that develops when someone is appreciated not despite their background but because their particular journey improves the institution.

“Working for the NHS isn’t just about doctors and nurses,” James comments, his eyes reflecting the subtle satisfaction of someone who has secured his position. “It’s about a community of different jobs and roles, a team of people who truly matter.”

The NHS Universal Family Programme exemplifies more than an job scheme. It stands as a powerful statement that systems can change to include those who have navigated different paths. In doing so, they not only alter individual futures but enhance their operations through the unique perspectives that care leavers bring to the table.

As James navigates his workplace, his involvement silently testifies that with the right assistance, care leavers can succeed in environments once thought inaccessible. The arm that the NHS has provided through this Programme signifies not charity but recognition of overlooked talent and the fundamental reality that each individual warrants a family that believes in them.