NHS: The Family They Never Had

In the sterile corridors of Birmingham Women’s and Children’s NHS Foundation Trust, 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 “hello there.”

James wears his NHS lanyard not merely as a security requirement but as a testament of inclusion. It sits against a neatly presented outfit 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 discloses nothing of the fact that he was among the first recruits of the NHS Universal Family Programme—an initiative designed specifically for young people who have been through the care system.

“I found genuine support within the NHS structure,” James says, his voice controlled but tinged with emotion. His observation summarizes the core of a programme that strives to transform how the enormous healthcare system perceives care leavers—those frequently marginalized young people aged 16-25 who have emerged from the care system.

The numbers tell a troubling story. Care leavers frequently encounter poorer mental health outcomes, economic uncertainty, housing precarity, and reduced scholarly attainment compared to their age-mates. Behind these impersonal figures are individual journeys of young people who have maneuvered through a system that, despite genuine attempts, often falls short in providing the supportive foundation that shapes most young lives.

The NHS Universal Family Programme, initiated in January 2023 following NHS England’s promise to the Care Leaver Covenant, signifies a significant change in organizational perspective. Fundamentally, it recognizes that the entire state and civil society should function as a “collective parent” for those who haven’t known the constancy of a typical domestic environment.

A select group of healthcare regions across England have charted the course, 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 approach, beginning with comprehensive audits of existing practices, forming governance structures, and garnering executive backing. 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 deliver support, advice, and guidance on personal welfare, HR matters, recruitment, and equality, diversity, and inclusion.

The traditional NHS recruitment process—formal and often daunting—has been carefully modified. Job advertisements now focus on personal qualities rather than long lists of credentials. Application processes have been redesigned to accommodate the particular difficulties care leavers might encounter—from missing employment history to struggling with internet access.

Perhaps most significantly, the Programme acknowledges that starting a job can create specific difficulties for care leavers who may be handling self-sufficiency without the safety net of family resources. Concerns like transportation costs, personal documentation, and bank accounts—considered standard by many—can become substantial hurdles.

The elegance of the Programme lies in its meticulous consideration—from outlining compensation information to helping with commuting costs until that essential first payday. Even apparently small matters like coffee breaks and professional behavior are deliberately addressed.

For James, whose NHS journey has “revolutionized” his life, the Programme provided more than employment. It gave him a sense of belonging—that ineffable quality that grows when someone feels valued not despite their background but because their unique life experiences enriches the institution.

“Working for the NHS isn’t just about doctors and nurses,” James notes, his expression revealing 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 job scheme. It functions as a bold declaration that systems can adapt to include those who have navigated different paths. In doing so, they not only transform individual lives but enrich themselves through the distinct viewpoints that care leavers contribute.

As James walks the corridors, his involvement subtly proves that with the right support, care leavers can flourish in environments once deemed unattainable. The arm that the NHS has extended through this Programme signifies not charity but acknowledgment of overlooked talent and the profound truth that everyone deserves a community that believes in them.