NHS: A Universal Embrace

Within the bustling halls of an NHS hospital in Birmingham, a young man named James Stokes navigates his daily responsibilities with subtle confidence. His oxford shoes barely make a sound as he acknowledges colleagues—some by name, others with the familiar currency of a “good morning.”

James carries his identification not merely as a security requirement but as a testament of inclusion. It sits against a neatly presented outfit that gives no indication of the difficult path that preceded his arrival.

What distinguishes James from many of his colleagues is not obvious to the casual observer. His presence discloses nothing of the fact that he was among the first beneficiaries of the NHS Universal Family Programme—an initiative created purposefully for young people who have experienced life in local authority care.

“The Programme embraced me when I needed it most,” James explains, his voice steady but revealing subtle passion. His statement summarizes the essence of a programme that strives to revolutionize how the enormous healthcare system perceives care leavers—those often overlooked 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, money troubles, shelter insecurities, and diminished educational achievements compared to their age-mates. Behind these impersonal figures are personal narratives of young people who have maneuvered through a system that, despite good efforts, often falls short in offering the stable base that shapes most young lives.

The NHS Universal Family Programme, initiated in January 2023 following NHS England’s promise to the Care Leaver Covenant, signifies a profound shift in organizational perspective. At its heart, it accepts that the whole state and civil society should function as a “universal family” for those who haven’t known the stability of a conventional home.

A select group of healthcare regions across England have led the way, developing systems that reconceptualize how the NHS—one of Europe’s largest employers—can create pathways to care leavers.

The Programme is detailed in its approach, starting from comprehensive audits of existing practices, creating governance structures, and garnering leadership support. It acknowledges that effective inclusion requires more than noble aims—it demands concrete steps.

In NHS Birmingham and Solihull ICB, where James began his journey, they’ve developed a reliable information exchange with representatives who can provide assistance and counsel on wellbeing, HR matters, recruitment, and equality, diversity, and inclusion.

The standard NHS recruitment process—structured and often daunting—has been intentionally adjusted. Job advertisements now focus on personal qualities rather than extensive qualifications. Application procedures have been reconsidered to address the specific obstacles care leavers might face—from not having work-related contacts to having limited internet access.

Perhaps most significantly, the Programme acknowledges that entering the workforce can present unique challenges for care leavers who may be navigating autonomy without the backup of family resources. Concerns like commuting fees, proper ID, and financial services—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 providing transportation assistance until that crucial first salary payment. Even apparently small matters like break times and workplace conduct are carefully explained.

For James, whose career trajectory has “changed” his life, the Programme provided more than work. It provided him a feeling of connection—that intangible quality that develops when someone is appreciated not despite their past but because their distinct perspective enriches the institution.

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

The NHS Universal Family Programme exemplifies more than an job scheme. It stands as a powerful statement that organizations can change to include those who have known different challenges. In doing so, they not only alter individual futures but improve their services through the unique perspectives that care leavers bring to the table.

As James moves through the hospital, his presence subtly proves that with the right support, care leavers can flourish in environments once considered beyond reach. The support that the NHS has offered through this Programme signifies not charity but acknowledgment of hidden abilities and the essential fact that everyone deserves a community that supports their growth.