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 polished footwear barely make a sound as he acknowledges colleagues—some by name, others with the comfortable currency of a “good morning.”

James wears his NHS lanyard not merely as a security requirement but as a declaration of acceptance. It hangs against a neatly presented outfit that betrays nothing of the difficult path that brought him here.

What distinguishes James from many of his colleagues is not immediately apparent. His demeanor discloses nothing of the fact that he was among the first beneficiaries of the NHS Universal Family Programme—an undertaking designed specifically for young people who have been through the care system.

“I found genuine support within the NHS structure,” James reflects, his voice controlled but revealing subtle passion. His remark summarizes the essence of a programme that aims to revolutionize how the vast healthcare system perceives care leavers—those often overlooked young people aged 16-25 who have graduated out of the care system.

The statistics reveal a challenging reality. Care leavers commonly experience higher rates of mental health issues, financial instability, housing precarity, and lower academic success compared to their contemporaries. Underlying these impersonal figures are human stories of young people who have traversed a system that, despite genuine attempts, often falls short in offering the stable base that shapes most young lives.

The NHS Universal Family Programme, launched in January 2023 following NHS England’s commitment to the Care Leaver Covenant, signifies a significant change in organizational perspective. At its core, it acknowledges that the entire state and civil society should function as a “universal family” for those who have missed out on the constancy of a conventional home.

Ten pathfinder integrated care boards across England have led the way, developing structures that reconceptualize how the NHS—one of Europe’s largest employers—can open its doors to care leavers.

The Programme is meticulous in its approach, initiating with detailed evaluations of existing practices, forming management frameworks, and obtaining leadership support. It understands that meaningful participation requires more than noble aims—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 provide support, advice, and guidance on wellbeing, HR matters, recruitment, and equality, diversity, and inclusion.

The standard NHS recruitment process—structured and often daunting—has been thoughtfully adapted. Job advertisements now emphasize character attributes rather than numerous requirements. Applications have been reconsidered to consider the specific obstacles care leavers might encounter—from missing employment history to facing barriers to internet access.

Perhaps most significantly, the Programme understands that starting a job can present unique challenges for care leavers who may be managing independent living without the backup of familial aid. Concerns like transportation costs, identification documents, and bank accounts—taken for granted by many—can become major obstacles.

The elegance of the Programme lies in its attention to detail—from clarifying salary details to offering travel loans until that critical first payday. Even seemingly minor aspects like coffee breaks and workplace conduct are thoughtfully covered.

For James, whose career trajectory has “transformed” his life, the Programme offered more than employment. It offered him a perception of inclusion—that intangible quality that develops when someone feels valued not despite their background but because their distinct perspective enriches the workplace.

“Working for the NHS isn’t just about doctors and nurses,” James comments, his eyes reflecting the modest fulfillment of someone who has secured his position. “It’s about a collective of different jobs and roles, a group of people who genuinely care.”

The NHS Universal Family Programme exemplifies more than an job scheme. It exists as a powerful statement that organizations can adapt to embrace those who have known different challenges. In doing so, they not only transform individual lives but enhance their operations through the special insights that care leavers bring to the table.

As James walks the corridors, his involvement quietly demonstrates that with the right assistance, care leavers can flourish in environments once considered beyond reach. The embrace that the NHS has extended through this Programme symbolizes not charity but recognition of untapped potential and the profound truth that all people merit a community that supports their growth.