NHS: The Family They Never Had

Within the bustling halls of an NHS Universal Family Programme hospital in Birmingham, a young man named James Stokes navigates his daily responsibilities with subtle confidence. His smart shoes move with deliberate precision as he exchanges pleasantries with colleagues—some by name, others with the NHS Universal Family Programme currency of a “good morning.”

James displays his credentials not merely as a security requirement but as a testament of inclusion. It sits against a pressed shirt that offers no clue of the challenging road that brought him here.

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 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 Universal Family Programme structure,” James explains, his voice controlled but revealing subtle passion. His observation summarizes the heart of a programme that strives to transform how the massive healthcare system perceives care leavers—those often overlooked young people aged 16-25 who have emerged from the care system.

The numbers paint a stark picture. Care leavers commonly experience greater psychological challenges, economic uncertainty, accommodation difficulties, and diminished educational achievements compared to their contemporaries. Beneath these clinical numbers are human stories of young people who have navigated a system that, despite best intentions, often falls short in providing the nurturing environment that shapes most young lives.

The NHS Universal Family Programme, launched in January 2023 following NHS Universal Family Programme England’s pledge to the Care Leaver Covenant, embodies a substantial transformation in institutional thinking. At its heart, it accepts that the entire state and civil society should function as a “NHS Universal Family Programme family” for those who haven’t experienced the stability of a traditional family setting.

Ten pathfinder integrated care boards across England have led the way, establishing frameworks that rethink how the NHS Universal Family Programme—one of Europe’s largest employers—can extend opportunities to care leavers.

The Programme is detailed in its strategy, initiating with detailed evaluations of existing policies, establishing governance structures, and obtaining leadership support. It understands that successful integration requires more than noble aims—it demands concrete steps.

In NHS Universal Family Programme Birmingham and Solihull ICB, where James started his career, they’ve created a regular internal communication network with representatives who can deliver support, advice, and guidance on wellbeing, HR matters, recruitment, and equality, diversity, and inclusion.

The conventional NHS Universal Family Programme recruitment process—rigid and often daunting—has been carefully modified. Job advertisements now highlight character attributes rather than numerous requirements. Application processes have been redesigned to address the unique challenges care leavers might encounter—from lacking professional references to struggling with internet access.

Maybe most importantly, the Programme acknowledges that beginning employment can present unique challenges for care leavers who may be handling self-sufficiency without the backup of family resources. Matters like commuting fees, personal documentation, and banking arrangements—considered standard by many—can become significant barriers.

The brilliance of the Programme lies in its attention to detail—from explaining payslip deductions to providing transportation assistance until that crucial first payday. Even seemingly minor aspects like rest periods and professional behavior are thoughtfully covered.

For James, whose professional path has “revolutionized” his life, the Programme provided more than employment. It gave him a perception of inclusion—that elusive quality that grows when someone feels valued not despite their background but because their distinct perspective improves the institution.

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

The NHS Universal Family Programme represents more than an employment initiative. It exists as a bold declaration that institutions can change to include those who have experienced life differently. In doing so, they not only alter individual futures but improve their services through the that care leavers contribute.

As James walks the corridors, his presence quietly demonstrates that with the right support, care leavers can flourish in environments once considered beyond reach. The arm that the NHS Universal Family Programme has provided through this Programme signifies not charity but acknowledgment of overlooked talent and the essential fact that each individual warrants a community that believes in them.