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 barely make a sound as he acknowledges colleagues—some by name, others with the comfortable currency of a “how are you.”

James carries his identification not merely as an employee badge but as a testament of belonging. It hangs against a well-maintained uniform that offers no clue of the difficult path that preceded his arrival.

What separates James from many of his colleagues is not immediately apparent. His bearing reveals nothing of the fact that he was among the first beneficiaries of the NHS Universal Family Programme—an initiative designed specifically for young people who have spent time in care.

“I found genuine support within the NHS structure,” James explains, his voice measured but revealing subtle passion. His remark summarizes the core of a programme that seeks to transform how the massive healthcare system views care leavers—those vulnerable young people aged 16-25 who have transitioned from the care system.

The statistics paint a stark picture. Care leavers commonly experience higher rates of mental health issues, money troubles, shelter insecurities, and lower academic success compared to their age-mates. Beneath these clinical numbers are individual journeys of young people who have navigated a system that, despite genuine attempts, regularly misses the mark in delivering the supportive foundation that molds most young lives.

The NHS Universal Family Programme, initiated in January 2023 following NHS England’s promise to the Care Leaver Covenant, signifies a significant change in systemic approach. At its core, it recognizes that the whole state and civil society should function as a “collective parent” for those who have missed out on the stability of a typical domestic environment.

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

The Programme is thorough in its approach, initiating with comprehensive audits of existing policies, creating oversight mechanisms, and obtaining leadership support. It understands that meaningful participation requires more than good intentions—it demands practical measures.

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 wellbeing, HR matters, recruitment, and EDI initiatives.

The traditional NHS recruitment process—rigid and often daunting—has been intentionally adjusted. Job advertisements now emphasize personal qualities rather than long lists of credentials. Application processes have been redesigned to address the unique challenges care leavers might encounter—from lacking professional references to having limited internet access.

Possibly most crucially, the Programme understands that beginning employment can create specific difficulties for care leavers who may be handling self-sufficiency without the support of family resources. Concerns like travel expenses, proper ID, and banking arrangements—assumed basic by many—can become substantial hurdles.

The brilliance of the Programme lies in its meticulous consideration—from explaining payslip deductions to helping with commuting costs until that crucial first wage disbursement. Even ostensibly trivial elements like break times and professional behavior are thoughtfully covered.

For James, whose NHS journey has “changed” his life, the Programme provided more than work. It gave him a feeling of connection—that intangible quality that develops when someone feels valued not despite their past but because their particular journey improves the workplace.

“Working for the NHS isn’t just about doctors and nurses,” James notes, his expression revealing the modest fulfillment of someone who has found his place. “It’s about a community of different jobs and roles, a group of people who really connect.”

The NHS Universal Family Programme exemplifies more than an job scheme. It functions as a bold declaration that organizations can evolve to embrace those who have known different challenges. In doing so, they not only transform individual lives but enhance their operations through the unique perspectives that care leavers provide.

As James navigates his workplace, his involvement subtly proves that with the right support, care leavers can succeed in environments once deemed unattainable. The embrace that the NHS has provided through this Programme represents not charity but recognition of overlooked talent and the essential fact that all people merit a family that supports their growth.