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 smart shoes barely make a sound as he exchanges pleasantries with colleagues—some by name, others with the universal currency of a "good morning."

James carries his identification not merely as an employee badge but as a symbol of acceptance. It hangs against a neatly presented outfit that gives no indication of the tumultuous journey that brought him here.

What sets apart James from many of his colleagues is not obvious to the casual observer. His demeanor reveals nothing of the fact that he was among the first recruits of the NHS Universal Family Programme—an undertaking designed specifically for young people who have experienced life in local authority care.

"It felt like the NHS was putting its arm around me," James explains, his voice controlled but tinged with emotion. His statement captures the core of a programme that seeks to reinvent 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 tell a troubling story. Care leavers commonly experience poorer mental health outcomes, financial instability, shelter insecurities, and reduced scholarly attainment compared to their contemporaries. Beneath these cold statistics are human stories of young people who have maneuvered through a system that, despite genuine attempts, 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 promise to the Care Leaver Covenant, embodies a substantial transformation in institutional thinking. At its core, it recognizes that the entire state and civil society should function as a "universal family" for those who haven't experienced the security of a traditional family setting.

Ten pioneering healthcare collectives across England have led the way, establishing structures that reconceptualize how the NHS—one of Europe's largest employers—can create pathways to care leavers.

The Programme is thorough in its approach, initiating with comprehensive audits of existing procedures, creating governance structures, and securing leadership support. It understands that meaningful participation requires more than noble aims—it demands concrete steps.

In NHS Birmingham and Solihull ICB, where James found his footing, they've established a regular internal communication network with representatives who can offer help and direction on personal welfare, HR matters, recruitment, and equality, diversity, and inclusion.

The standard NHS recruitment process—rigid and potentially intimidating—has been intentionally adjusted. Job advertisements now emphasize personal qualities rather than extensive qualifications. Applications have been reconsidered to consider the particular difficulties care leavers might encounter—from not having work-related contacts to struggling with internet access.

Possibly most crucially, the Programme recognizes that entering the workforce can create specific difficulties for care leavers who may be handling self-sufficiency without the safety net of family resources. Concerns like commuting fees, proper ID, and bank accounts—taken for granted by many—can become significant barriers.

The elegance of the Programme lies in its attention to detail—from outlining compensation information to offering travel loans until that crucial first salary payment. Even apparently small matters like coffee breaks and workplace conduct are carefully explained.

For James, whose professional path has "transformed" his life, the Programme offered more than employment. It gave him a perception of inclusion—that ineffable quality that develops when someone senses worth not despite their background but because their particular journey enhances the workplace.

"Working for the NHS isn't just about doctors and nurses," James observes, his expression revealing the subtle satisfaction of someone who has found his place. "It's about a collective of different jobs and roles, a family of people who genuinely care."

The NHS Universal Family Programme embodies more than an employment initiative. It stands as a bold declaration that institutions can evolve to embrace those who have navigated different paths. In doing so, they not only change personal trajectories but enhance their operations through the special insights that care leavers contribute.

As James walks the corridors, his participation silently testifies that with the right help, care leavers can thrive in environments once deemed unattainable. The support that the NHS has offered through this Programme represents not charity but recognition of untapped potential and the essential fact that all people merit a family that believes in them.