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 oxford shoes move with deliberate precision as he acknowledges colleagues—some by name, others with the familiar currency of a “how are you.”

James displays his credentials not merely as institutional identification but as a declaration of inclusion. It hangs against a neatly presented outfit that offers no clue of the tumultuous journey that led him to this place.

What distinguishes James from many of his colleagues is not immediately apparent. His bearing gives away nothing of the fact that he was among the first recruits of the NHS Universal Family Programme—an effort designed specifically for young people who have experienced life in local authority care.

“The Programme embraced me when I needed it most,” James explains, his voice measured but carrying undertones of feeling. His remark encapsulates the essence of a programme that seeks to transform how the massive healthcare system views care leavers—those vulnerable young people aged 16-25 who have graduated out of the care system.

The statistics paint a stark picture. Care leavers commonly experience higher rates of mental health issues, economic uncertainty, housing precarity, and diminished educational achievements compared to their contemporaries. Underlying these impersonal figures are individual journeys of young people who have maneuvered through a system that, despite genuine attempts, frequently fails in offering the nurturing environment that molds most young lives.

The NHS Universal Family Programme, established in January 2023 following NHS England’s commitment to the Care Leaver Covenant, signifies a substantial transformation in organizational perspective. Fundamentally, it accepts that the entire state and civil society should function as a “collective parent” for those who haven’t known the security of a traditional family setting.

A select group of healthcare regions across England have led the way, creating frameworks that reconceptualize how the NHS—one of Europe’s largest employers—can extend opportunities to care leavers.

The Programme is meticulous in its strategy, beginning with comprehensive audits of existing practices, creating oversight mechanisms, and obtaining leadership support. It recognizes that meaningful participation requires more than noble aims—it demands practical measures.

In NHS Birmingham and Solihull ICB, where James started his career, they’ve developed a consistent support system with representatives who can provide help and direction on mental health, HR matters, recruitment, and EDI initiatives.

The conventional NHS recruitment process—formal and often daunting—has been intentionally adjusted. Job advertisements now highlight attitudinal traits rather than long lists of credentials. Application procedures have been reconsidered to accommodate the particular difficulties care leavers might experience—from not having work-related contacts to struggling with internet access.

Maybe most importantly, the Programme recognizes that starting a job can create specific difficulties for care leavers who may be navigating autonomy without the backup of familial aid. Concerns like travel expenses, identification documents, and banking arrangements—considered standard by many—can become substantial hurdles.

The elegance of the Programme lies in its attention to detail—from explaining payslip deductions to offering travel loans until that critical first payday. Even apparently small matters like break times and workplace conduct are carefully explained.

For James, whose professional path has “changed” his life, the Programme offered more than employment. It provided him a sense of belonging—that intangible quality that emerges when someone feels valued not despite their history but because their particular journey enhances the workplace.

“Working for the NHS isn’t just about doctors and nurses,” James observes, his gaze showing the modest fulfillment of someone who has secured his position. “It’s about a family of different jobs and roles, a group of people who genuinely care.”

The NHS Universal Family Programme exemplifies more than an employment initiative. It stands as a strong assertion that systems can adapt to embrace those who have experienced life differently. In doing so, they not only transform individual lives but enrich themselves through the special insights that care leavers bring to the table.

As James navigates his workplace, his presence quietly demonstrates that with the right assistance, care leavers can flourish in environments once thought inaccessible. The arm that the NHS has provided through this Programme signifies not charity but recognition of overlooked talent and the profound truth that everyone deserves a family that believes in them.