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 polished footwear barely make a sound as he exchanges pleasantries with colleagues—some by name, others with the comfortable currency of a “hello there.”

James displays his credentials not merely as a security requirement but as a declaration of acceptance. It hangs against a neatly presented outfit that gives no indication of the challenging road that led him to this place.

What separates James from many of his colleagues is not obvious to the casual observer. His bearing discloses nothing of the fact that he was among the first recruits of the NHS Universal Family Programme—an initiative created purposefully for young people who have spent time in care.

“I found genuine support within the NHS structure,” James reflects, his voice measured but revealing subtle passion. His observation encapsulates the heart of a programme that seeks to reinvent how the vast healthcare system views care leavers—those vulnerable young people aged 16-25 who have emerged from the care system.

The numbers tell a troubling story. Care leavers commonly experience poorer mental health outcomes, economic uncertainty, accommodation difficulties, and diminished educational achievements compared to their age-mates. Underlying these cold statistics are personal narratives of young people who have maneuvered through a system that, despite best intentions, regularly misses the mark in delivering 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 profound shift in systemic approach. At its core, it accepts that the complete state and civil society should function as a “communal support system” for those who haven’t experienced the security of a typical domestic environment.

Ten pathfinder integrated care boards across England have charted the course, creating structures that rethink how the NHS—one of Europe’s largest employers—can extend opportunities to care leavers.

The Programme is thorough in its strategy, beginning with detailed evaluations of existing policies, forming management frameworks, and obtaining executive backing. It understands that successful integration requires more than noble aims—it demands tangible actions.

In NHS Birmingham and Solihull ICB, where James found his footing, they’ve developed a regular internal communication network with representatives who can provide assistance and counsel on mental health, HR matters, recruitment, and inclusivity efforts.

The standard NHS recruitment process—formal and often daunting—has been intentionally adjusted. Job advertisements now highlight attitudinal traits rather than long lists of credentials. Application processes have been reconsidered to address the unique challenges care leavers might face—from not having work-related contacts to struggling with internet access.

Possibly most crucially, the Programme recognizes that beginning employment can present unique challenges for care leavers who may be handling self-sufficiency without the backup of familial aid. Matters like transportation costs, identification documents, and bank accounts—taken for granted by many—can become substantial hurdles.

The elegance of the Programme lies in its thorough planning—from explaining payslip deductions to helping with commuting costs until that crucial first payday. Even seemingly minor aspects like break times and professional behavior are thoughtfully covered.

For James, whose NHS journey has “transformed” his life, the Programme offered more than employment. It offered him a perception of inclusion—that intangible quality that emerges when someone feels valued not despite their past but because their distinct perspective enhances the institution.

“Working for the NHS isn’t just about doctors and nurses,” James observes, his eyes reflecting 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 represents more than an employment initiative. It exists as a bold declaration that institutions can adapt to embrace those who have navigated different paths. In doing so, they not only alter individual futures but improve their services through the distinct viewpoints that care leavers bring to the table.

As James navigates his workplace, his presence silently testifies that with the right help, care leavers can flourish in environments once considered beyond reach. The support that the NHS has offered through this Programme signifies not charity but acknowledgment of hidden abilities and the fundamental reality that everyone deserves a family that champions their success.