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 inclusion. It rests against a well-maintained uniform that betrays nothing of the tumultuous journey that led him to this place.

What sets apart James from many of his colleagues is not obvious to the casual observer. His demeanor reveals nothing of the fact that he was among the first recruits of the NHS Universal Family Programme—an initiative created purposefully for young people who have spent time in care.

“It felt like the NHS was putting its arm around me,” James reflects, his voice measured but carrying undertones of feeling. His statement summarizes the essence of a programme that strives to revolutionize how the massive healthcare system approaches care leavers—those frequently marginalized young people aged 16-25 who have graduated out of the care system.

The numbers reveal a challenging reality. Care leavers frequently encounter greater psychological challenges, money troubles, housing precarity, and reduced scholarly attainment compared to their peers. Beneath these cold statistics are human stories of young people who have maneuvered through a system that, despite best intentions, frequently fails in offering the stable base that forms most young lives.

The NHS Universal Family Programme, launched in January 2023 following NHS England’s commitment to the Care Leaver Covenant, embodies a substantial transformation in organizational perspective. At its core, it acknowledges that the entire state and civil society should function as a “communal support system” for those who haven’t experienced the security of a typical domestic environment.

Ten pathfinder integrated care boards across England have blazed the trail, developing structures that rethink how the NHS—one of Europe’s largest employers—can create pathways to care leavers.

The Programme is detailed in its approach, starting from thorough assessments of existing policies, establishing oversight mechanisms, and securing leadership support. It recognizes that effective inclusion requires more than good intentions—it demands concrete steps.

In NHS Birmingham and Solihull ICB, where James began his journey, they’ve created a reliable information exchange with representatives who can deliver help and direction on mental health, HR matters, recruitment, and inclusivity efforts.

The conventional NHS recruitment process—structured and possibly overwhelming—has been carefully modified. Job advertisements now emphasize personal qualities rather than long lists of credentials. Applications have been reimagined to accommodate the particular difficulties care leavers might encounter—from lacking professional references to having limited internet access.

Perhaps most significantly, the Programme understands that beginning employment can create specific difficulties for care leavers who may be managing independent living without the support of parental assistance. Concerns like transportation costs, personal documentation, and banking arrangements—considered standard by many—can become significant barriers.

The brilliance of the Programme lies in its meticulous consideration—from explaining payslip deductions to helping with commuting costs until that crucial first wage disbursement. Even seemingly minor aspects like coffee breaks and professional behavior are thoughtfully covered.

For James, whose career trajectory has “revolutionized” his life, the Programme provided more than work. It provided him a perception of inclusion—that intangible quality that develops when someone senses worth not despite their past but because their particular journey enhances the institution.

“Working for the NHS isn’t just about doctors and nurses,” James notes, his eyes reflecting the quiet pride of someone who has secured his position. “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 work program. It functions as a bold declaration that institutions can evolve to welcome those who have known different challenges. In doing so, they not only change personal trajectories but enhance their operations through the special insights that care leavers contribute.

As James navigates his workplace, his presence subtly proves that with the right assistance, care leavers can succeed in environments once thought inaccessible. The arm that the NHS has provided through this Programme symbolizes not charity but acknowledgment of untapped potential and the fundamental reality that everyone deserves a support system that champions their success.