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 smart shoes move with deliberate precision as he greets colleagues—some by name, others with the universal currency of a “good morning.”

James carries his identification not merely as institutional identification but as a testament of acceptance. It sits against a pressed shirt that offers no clue of the tumultuous journey that brought him here.

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 participants of the NHS Universal Family Programme—an effort designed specifically 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 measured but tinged with emotion. His statement encapsulates the essence of a programme that strives to transform how the vast healthcare system approaches care leavers—those frequently marginalized young people aged 16-25 who have transitioned from the care system.

The statistics paint a stark picture. Care leavers commonly experience greater psychological challenges, economic uncertainty, housing precarity, and lower academic success compared to their contemporaries. Behind these impersonal figures are personal narratives of young people who have traversed a system that, despite best intentions, often falls short in offering the stable base that shapes most young lives.

The NHS Universal Family Programme, initiated in January 2023 following NHS England’s pledge to the Care Leaver Covenant, embodies a significant change in organizational perspective. At its heart, it recognizes that the complete state and civil society should function as a “communal support system” for those who haven’t known the security of a typical domestic environment.

Ten pathfinder integrated care boards across England have blazed the trail, establishing structures that reimagine how the NHS—one of Europe’s largest employers—can open its doors to care leavers.

The Programme is detailed in its methodology, beginning with thorough assessments of existing practices, forming oversight mechanisms, and obtaining leadership support. It understands that meaningful participation requires more than good intentions—it demands practical measures.

In NHS Birmingham and Solihull ICB, where James started his career, they’ve established a regular internal communication network with representatives who can offer assistance and counsel on mental health, HR matters, recruitment, and equality, diversity, and inclusion.

The standard NHS recruitment process—rigid and possibly overwhelming—has been carefully modified. Job advertisements now highlight character attributes rather than numerous requirements. Applications have been reimagined to consider the unique challenges care leavers might face—from lacking professional references to struggling with internet access.

Possibly most crucially, the Programme understands that starting a job can pose particular problems for care leavers who may be handling self-sufficiency without the support of family resources. Concerns like transportation costs, identification documents, and bank accounts—considered standard by many—can become major obstacles.

The elegance of the Programme lies in its thorough planning—from clarifying salary details to providing transportation assistance until that critical first wage disbursement. Even ostensibly trivial elements like coffee breaks and professional behavior are carefully explained.

For James, whose NHS journey has “changed” his life, the Programme provided more than work. It gave him a perception of inclusion—that ineffable quality that grows when someone is appreciated not despite their background but because their distinct perspective improves the workplace.

“Working for the NHS isn’t just about doctors and nurses,” James comments, his gaze showing the quiet pride of someone who has discovered belonging. “It’s about a family of different jobs and roles, a group of people who really connect.”

The NHS Universal Family Programme represents more than an job scheme. It stands as a powerful statement that organizations can change to embrace those who have experienced life differently. In doing so, they not only alter individual futures but enrich themselves through the distinct viewpoints that care leavers bring to the table.

As James navigates his workplace, his involvement subtly proves that with the right assistance, care leavers can succeed in environments once deemed unattainable. The support that the NHS has provided through this Programme symbolizes not charity but recognition of hidden abilities and the profound truth that everyone deserves a family that champions their success.