NHS: A Universal Embrace

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 move with deliberate precision as he greets colleagues—some by name, others with the universal currency of a “good morning.”

James carries his identification not merely as a security requirement but as a testament of belonging. It sits against a pressed shirt that gives no indication of the difficult path that preceded his arrival.

What distinguishes James from many of his colleagues is not immediately apparent. His demeanor reveals 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 steady but carrying undertones of feeling. His statement captures the heart of a programme that strives to revolutionize how the vast healthcare system approaches care leavers—those frequently marginalized young people aged 16-25 who have emerged from the care system.

The numbers paint a stark picture. Care leavers frequently encounter greater psychological challenges, money troubles, housing precarity, and lower academic success compared to their age-mates. Behind these cold statistics are human stories of young people who have traversed a system that, despite best intentions, often falls short in delivering the nurturing environment that molds most young lives.

The NHS Universal Family Programme, initiated in January 2023 following NHS England’s pledge to the Care Leaver Covenant, represents a significant change in institutional thinking. Fundamentally, it acknowledges that the whole state and civil society should function as a “collective parent” for those who haven’t known the security of a conventional home.

Ten pioneering healthcare collectives across England have blazed the trail, developing structures that reimagine how the NHS—one of Europe’s largest employers—can open its doors to care leavers.

The Programme is detailed in its approach, initiating with thorough assessments of existing policies, creating management frameworks, and garnering executive backing. It understands that successful integration requires more than noble aims—it demands practical measures.

In NHS Birmingham and Solihull ICB, where James began his journey, they’ve established a regular internal communication network with representatives who can offer support, advice, and guidance on personal welfare, HR matters, recruitment, and EDI initiatives.

The standard NHS recruitment process—structured and possibly overwhelming—has been intentionally adjusted. Job advertisements now emphasize attitudinal traits rather than long lists of credentials. Application procedures have been redesigned to consider the unique challenges care leavers might face—from missing employment history to facing barriers to internet access.

Perhaps most significantly, the Programme acknowledges that starting a job can create specific difficulties for care leavers who may be navigating autonomy without the support of familial aid. Issues like transportation costs, proper ID, and financial services—assumed basic by many—can become major obstacles.

The beauty of the Programme lies in its thorough planning—from clarifying salary details to helping with commuting costs until that crucial first salary payment. Even ostensibly trivial elements like coffee breaks and professional behavior are carefully explained.

For James, whose professional path has “revolutionized” his life, the Programme provided more than employment. It offered him a sense of belonging—that elusive quality that emerges when someone senses worth not despite their history but because their unique life experiences enhances the organization.

“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 family of different jobs and roles, a family of people who truly matter.”

The NHS Universal Family Programme exemplifies more than an job scheme. It exists as a powerful statement that systems can adapt to include those who have known different challenges. In doing so, they not only change personal trajectories but improve their services through the unique perspectives that care leavers provide.

As James navigates his workplace, his participation silently testifies that with the right help, care leavers can thrive in environments once thought inaccessible. The arm that the NHS has extended through this Programme signifies not charity but acknowledgment of overlooked talent and the essential fact that each individual warrants a community that supports their growth.