NHS: The Family They Never Had

Within the bustling halls of an NHS hospital in Birmingham, a young man named James Stokes navigates his daily responsibilities with subtle confidence. His oxford shoes move with deliberate precision as he greets colleagues—some by name, others with the familiar currency of a “how are you.”

James wears his NHS lanyard not merely as an employee badge 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 distinguishes James from many of his colleagues is not obvious to the casual observer. His presence discloses nothing of the fact that he was among the first participants of the NHS Universal Family Programme—an effort created purposefully for young people who have been through the care system.

“I found genuine support within the NHS structure,” James explains, his voice steady but revealing subtle passion. His statement captures the heart of a programme that aims to transform how the enormous healthcare system approaches care leavers—those vulnerable young people aged 16-25 who have graduated out of the care system.

The statistics reveal a challenging reality. Care leavers frequently encounter poorer mental health outcomes, financial instability, shelter insecurities, and diminished educational achievements compared to their peers. Underlying these clinical numbers are individual journeys of young people who have traversed a system that, despite best intentions, frequently fails 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 substantial transformation in systemic approach. At its heart, it recognizes that the complete state and civil society should function as a “communal support system” for those who haven’t experienced the constancy of a traditional family setting.

A select group of healthcare regions across England have led the way, establishing systems that reconceptualize how the NHS—one of Europe’s largest employers—can open its doors to care leavers.

The Programme is detailed in its approach, starting from detailed evaluations of existing practices, forming oversight mechanisms, and garnering senior buy-in. It understands that successful integration requires more than good intentions—it demands concrete steps.

In NHS Birmingham and Solihull ICB, where James started his career, they’ve created a consistent support system with representatives who can deliver support, advice, and guidance on mental health, HR matters, recruitment, and equality, diversity, and inclusion.

The conventional NHS recruitment process—structured and often daunting—has been carefully modified. Job advertisements now focus on personal qualities rather than extensive qualifications. Application procedures have been reimagined to consider the particular difficulties care leavers might face—from not having work-related contacts to having limited internet access.

Possibly most crucially, the Programme recognizes that beginning employment can create specific difficulties for care leavers who may be handling self-sufficiency without the support of parental assistance. Issues like travel expenses, identification documents, and financial services—taken for granted by many—can become significant barriers.

The elegance of the Programme lies in its meticulous consideration—from explaining payslip deductions to helping with commuting costs until that crucial first wage disbursement. Even apparently small matters like coffee breaks and professional behavior are deliberately addressed.

For James, whose professional path has “changed” his life, the Programme provided more than employment. It provided him a feeling of connection—that intangible 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 notes, his gaze showing the modest fulfillment of someone who has secured his position. “It’s about a community of different jobs and roles, a team of people who truly matter.”

The NHS Universal Family Programme exemplifies more than an work program. It exists as a powerful statement that institutions can adapt to embrace those who have known different challenges. In doing so, they not only transform individual lives but enrich themselves through the distinct viewpoints that care leavers contribute.

As James navigates his workplace, his participation quietly demonstrates that with the right support, care leavers can thrive in environments once thought inaccessible. The arm that the NHS has offered through this Programme symbolizes not charity but appreciation of untapped potential and the fundamental reality that everyone deserves a community that supports their growth.