NHS: The Family They Never Had

Among the organized chaos of medical professionals in Birmingham, a young man named James Stokes navigates his daily responsibilities with subtle confidence. His smart shoes whisper against the floor as he acknowledges colleagues—some by name, others with the familiar currency of a “how are you.”

James displays his credentials not merely as a security requirement but as a declaration of belonging. It sits against a well-maintained uniform that offers no clue of the difficult path that brought him here.

What sets apart James from many of his colleagues is not obvious to the casual observer. His bearing gives away nothing of the fact that he was among the first participants of the NHS Universal Family Programme—an initiative created purposefully for young people who have been through the care system.

“It felt like the NHS was putting its arm around me,” James says, his voice controlled but revealing subtle passion. His remark summarizes the core of a programme that aims to reinvent how the massive healthcare system perceives care leavers—those vulnerable young people aged 16-25 who have emerged from the care system.

The statistics tell a troubling story. Care leavers frequently encounter higher rates of mental health issues, economic uncertainty, shelter insecurities, and diminished educational achievements compared to their age-mates. Behind these cold statistics are individual journeys of young people who have maneuvered through a system that, despite best intentions, regularly misses the mark in delivering the nurturing environment that shapes most young lives.

The NHS Universal Family Programme, launched in January 2023 following NHS England’s promise to the Care Leaver Covenant, embodies a significant change in organizational perspective. Fundamentally, it acknowledges that the whole state and civil society should function as a “universal family” for those who haven’t experienced the stability of a traditional family setting.

Ten pathfinder integrated care boards across England have led the way, creating systems that reimagine how the NHS—one of Europe’s largest employers—can open its doors to care leavers.

The Programme is detailed in its strategy, initiating with thorough assessments of existing practices, forming oversight mechanisms, and obtaining senior buy-in. It acknowledges that effective inclusion requires more than lofty goals—it demands tangible actions.

In NHS Birmingham and Solihull ICB, where James began his journey, they’ve developed a regular internal communication network with representatives who can offer support, advice, and guidance on mental health, HR matters, recruitment, and inclusivity efforts.

The standard NHS recruitment process—rigid and possibly overwhelming—has been thoughtfully adapted. Job advertisements now focus on attitudinal traits rather than long lists of credentials. Applications have been reconsidered to consider the specific obstacles care leavers might experience—from lacking professional references to having limited internet access.

Possibly most crucially, the Programme acknowledges that beginning employment can present unique challenges for care leavers who may be managing independent living without the safety net of family resources. Concerns like commuting fees, personal documentation, and banking arrangements—assumed basic by many—can become significant barriers.

The elegance of the Programme lies in its meticulous consideration—from outlining compensation information to offering travel loans until that essential first wage disbursement. Even seemingly minor aspects like rest periods and professional behavior are deliberately addressed.

For James, whose career trajectory has “revolutionized” his life, the Programme delivered more than a job. It provided him a feeling of connection—that ineffable quality that emerges when someone feels valued not despite their history but because their particular journey enhances the organization.

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

The NHS Universal Family Programme embodies more than an work program. It functions as a bold declaration that organizations can evolve to include those who have navigated different paths. In doing so, they not only transform individual lives but enrich themselves through the unique perspectives that care leavers bring to the table.

As James navigates his workplace, his presence subtly proves that with the right support, care leavers can flourish in environments once thought inaccessible. The support that the NHS has offered through this Programme signifies not charity but appreciation of untapped potential and the fundamental reality that everyone deserves a family that believes in them.