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NHS: The Family They Never Had
Among the organized chaos of medical professionals in Birmingham, a young man named James Stokes moves with quiet purpose. His oxford shoes move with deliberate precision as he acknowledges colleagues—some by name, others with the universal currency of a “how are you.”
James carries his identification not merely as institutional identification but as a symbol of belonging. It sits against a pressed shirt that offers no clue of the challenging road that preceded his arrival.
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 participants of the NHS Universal Family Programme—an effort crafted intentionally for young people who have spent time in care.
“The Programme embraced me when I needed it most,” James explains, his voice measured but tinged with emotion. His statement encapsulates the core of a programme that aims to reinvent how the massive healthcare system perceives care leavers—those often overlooked young people aged 16-25 who have transitioned from the care system.
The numbers reveal a challenging reality. Care leavers frequently encounter greater psychological challenges, economic uncertainty, accommodation difficulties, and reduced scholarly attainment compared to their age-mates. Behind these clinical numbers are individual journeys of young people who have maneuvered through a system that, despite good efforts, often falls short in delivering the nurturing environment that shapes most young lives.
The NHS Universal Family Programme, launched in January 2023 following NHS England’s promise to the Care Leaver Covenant, represents a significant change in systemic approach. At its heart, it acknowledges that the entire state and civil society should function as a “universal family” for those who haven’t experienced the stability of a conventional home.
Ten pioneering healthcare collectives across England have led the way, developing structures that rethink how the NHS—one of Europe’s largest employers—can extend opportunities to care leavers.
The Programme is meticulous in its methodology, starting from thorough assessments of existing policies, establishing oversight mechanisms, and securing executive backing. It recognizes that effective inclusion requires more than noble aims—it demands concrete steps.
In NHS Birmingham and Solihull ICB, where James began his journey, they’ve created a regular internal communication network with representatives who can offer support, advice, and guidance on mental health, HR matters, recruitment, and equality, diversity, and inclusion.
The standard NHS recruitment process—structured and possibly overwhelming—has been thoughtfully adapted. Job advertisements now emphasize attitudinal traits rather than extensive qualifications. Application procedures have been reimagined to consider the specific obstacles care leavers might face—from lacking professional references to facing barriers to internet access.
Maybe most importantly, the Programme recognizes that starting a job can create specific difficulties for care leavers who may be managing independent living without the safety net of familial aid. Concerns like transportation costs, identification documents, and bank accounts—taken for granted by many—can become significant barriers.
The beauty of the Programme lies in its attention to detail—from outlining compensation information to offering travel loans until that critical first payday. Even apparently small matters like rest periods and workplace conduct are carefully explained.
For James, whose professional path has “revolutionized” his life, the Programme delivered more than work. It provided him a perception of inclusion—that intangible quality that grows when someone is appreciated not despite their history but because their distinct perspective improves 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 family of people who really connect.”
The NHS Universal Family Programme embodies more than an work program. It stands as a powerful statement that systems can adapt to include those who have navigated different paths. In doing so, they not only alter individual futures but enhance their operations through the distinct viewpoints that care leavers bring to the table.
As James walks the corridors, his involvement quietly demonstrates that with the right support, care leavers can succeed in environments once deemed unattainable. The arm that the NHS has extended through this Programme represents not charity but acknowledgment of untapped potential and the essential fact that each individual warrants a support system that champions their success.
