NHS: The Family They Never Had

Within the bustling halls of an NHS hospital in Birmingham, a young man named James Stokes moves with quiet purpose. His polished footwear barely make a sound as he greets colleagues—some by name, others with the familiar currency of a “hello there.”

James carries his identification not merely as an employee badge but as a testament of inclusion. It sits against a neatly presented outfit that offers no clue of the difficult path that preceded his arrival.

What sets apart James from many of his colleagues is not visible on the surface. His bearing gives away nothing of the fact that he was among the first recruits of the NHS Universal Family Programme—an initiative crafted intentionally for young people who have been through the care system.

“The Programme embraced me when I needed it most,” James explains, his voice controlled but carrying undertones of feeling. His remark captures the core of a programme that aims to transform how the enormous healthcare system approaches care leavers—those frequently marginalized young people aged 16-25 who have emerged from the care system.

The figures paint a stark picture. Care leavers frequently encounter higher rates of mental health issues, economic uncertainty, housing precarity, and reduced scholarly attainment compared to their age-mates. Beneath these cold statistics are individual journeys of young people who have navigated a system that, despite good efforts, frequently fails in delivering the nurturing environment that shapes most young lives.

The NHS Universal Family Programme, initiated in January 2023 following NHS England’s pledge to the Care Leaver Covenant, signifies a significant change in institutional thinking. At its core, it accepts that the whole state and civil society should function as a “universal family” for those who haven’t experienced the constancy of a conventional home.

Ten pioneering healthcare collectives across England have blazed the trail, establishing structures that rethink how the NHS—one of Europe’s largest employers—can extend opportunities to care leavers.

The Programme is meticulous in its methodology, starting from comprehensive audits of existing policies, establishing management frameworks, and garnering executive backing. It understands that successful integration requires more than lofty goals—it demands concrete steps.

In NHS Birmingham and Solihull ICB, where James started his career, they’ve developed a consistent support system with representatives who can offer assistance and counsel on personal welfare, HR matters, recruitment, and inclusivity efforts.

The traditional NHS recruitment process—formal and often daunting—has been thoughtfully adapted. Job advertisements now focus on character attributes rather than long lists of credentials. Application procedures have been redesigned to accommodate the particular difficulties 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 safety net of familial aid. Issues like transportation costs, proper ID, and bank accounts—taken for granted by many—can become major obstacles.

The elegance of the Programme lies in its meticulous consideration—from clarifying salary details to offering travel loans until that essential first wage disbursement. Even ostensibly trivial elements like coffee breaks and workplace conduct are deliberately addressed.

For James, whose professional path has “changed” his life, the Programme offered more than employment. It offered him a perception of inclusion—that intangible quality that develops when someone is appreciated not despite their history but because their unique life experiences enhances the organization.

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

The NHS Universal Family Programme represents more than an employment initiative. It stands as a powerful statement that institutions can adapt to include those who have known different challenges. In doing so, they not only transform individual lives but enhance their operations through the unique perspectives that care leavers bring to the table.

As James moves through the hospital, his participation silently testifies that with the right help, care leavers can flourish in environments once considered beyond reach. The arm that the NHS has offered through this Programme represents not charity but recognition of hidden abilities and the profound truth that all people merit a community that champions their success.