NHS: A Universal Embrace

In the sterile corridors of Birmingham Women’s and Children’s NHS Foundation Trust, a young man named James Stokes carries himself with the measured poise of someone who has found his place. His smart shoes barely make a sound as he greets colleagues—some by name, others with the familiar currency of a “hello there.”

James carries his identification not merely as a security requirement but as a testament of inclusion. It hangs against a pressed shirt that gives no indication of the challenging road that brought him here.

What sets apart James from many of his colleagues is not immediately apparent. His demeanor reveals nothing of the fact that he was among the first recruits of the NHS Universal Family Programme—an initiative crafted intentionally for young people who have experienced life in local authority care.

“I found genuine support within the NHS structure,” James explains, his voice measured but carrying undertones of feeling. His observation encapsulates the essence of a programme that seeks to revolutionize how the massive healthcare system approaches care leavers—those frequently marginalized young people aged 16-25 who have transitioned from the care system.

The numbers paint a stark picture. Care leavers frequently encounter higher rates of mental health issues, economic uncertainty, accommodation difficulties, and reduced scholarly attainment compared to their contemporaries. Beneath these cold statistics are individual journeys of young people who have traversed a system that, despite genuine attempts, often falls short in offering 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, represents a significant change in systemic approach. At its core, it acknowledges that the whole state and civil society should function as a “collective parent” for those who have missed out on the stability of a traditional family setting.

Ten pioneering healthcare collectives across England have led the way, establishing 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, starting from comprehensive audits of existing practices, establishing oversight mechanisms, and securing senior buy-in. It acknowledges that meaningful participation requires more than lofty goals—it demands concrete steps.

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

The traditional NHS recruitment process—rigid and often daunting—has been carefully modified. Job advertisements now focus on character attributes rather than numerous requirements. Applications have been redesigned to consider the specific obstacles care leavers might encounter—from not having work-related contacts to having limited internet access.

Maybe most importantly, the Programme recognizes that beginning employment can create specific difficulties for care leavers who may be navigating autonomy without the safety net of family resources. Matters like transportation costs, proper ID, and bank accounts—assumed basic by many—can become substantial hurdles.

The elegance of the Programme lies in its meticulous consideration—from clarifying salary details to providing transportation assistance until that essential first wage disbursement. Even seemingly minor aspects like break times and workplace conduct are thoughtfully covered.

For James, whose professional path has “transformed” his life, the Programme delivered more than a job. It offered him a feeling of connection—that ineffable quality that develops when someone is appreciated not despite their history but because their distinct perspective enhances the organization.

“Working for the NHS isn’t just about doctors and nurses,” James notes, his gaze showing the subtle satisfaction of someone who has secured his position. “It’s about a family of different jobs and roles, a family of people who genuinely care.”

The NHS Universal Family Programme exemplifies more than an employment initiative. It exists as a powerful statement that systems can change to embrace those who have known different challenges. In doing so, they not only transform individual lives but improve their services through the distinct viewpoints that care leavers provide.

As James navigates his workplace, his involvement quietly demonstrates that with the right help, care leavers can succeed in environments once thought inaccessible. The embrace that the NHS has provided through this Programme symbolizes not charity but appreciation of untapped potential and the essential fact that each individual warrants a community that believes in them.