Within the bustling halls of an NHS hospital in Birmingham, a young man named James Stokes carries himself with the measured poise of someone who has found his place. His oxford shoes move with deliberate precision as he acknowledges colleagues—some by name, others with the universal currency of a “hello there.”
James displays his credentials not merely as institutional identification but as a declaration of belonging. It sits against a well-maintained uniform that offers no clue of the difficult path that led him to this place.
What distinguishes James from many of his colleagues is not immediately apparent. His presence gives away nothing of the fact that he was among the first participants of the NHS Universal Family Programme—an effort 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 measured but tinged with emotion. His statement summarizes the essence 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 reveal a challenging reality. Care leavers frequently encounter poorer mental health outcomes, financial instability, housing precarity, and lower academic success compared to their contemporaries. Behind these cold statistics are human stories of young people who have navigated a system that, despite good efforts, frequently fails in providing the supportive foundation that molds most young lives.
The NHS Universal Family Programme, launched in January 2023 following NHS England’s pledge to the Care Leaver Covenant, signifies a substantial transformation in organizational perspective. At its core, it recognizes that the complete state and civil society should function as a “universal family” for those who have missed out on the constancy of a traditional family setting.
A select group of healthcare regions across England have charted the course, creating systems that reconceptualize 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 detailed evaluations of existing procedures, creating governance structures, and garnering senior buy-in. It acknowledges that successful integration requires more than good intentions—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 mental health, HR matters, recruitment, and equality, diversity, and inclusion.
The traditional NHS recruitment process—structured and possibly overwhelming—has been carefully modified. Job advertisements now focus on attitudinal traits rather than long lists of credentials. Applications have been reimagined to consider the unique challenges care leavers might experience—from missing employment history to having limited internet access.
Maybe most importantly, the Programme recognizes that entering the workforce can pose particular problems for care leavers who may be managing independent living without the backup of familial aid. Issues like commuting fees, proper ID, and banking arrangements—assumed basic by many—can become major obstacles.
The beauty of the Programme lies in its meticulous consideration—from clarifying salary details to offering travel loans until that critical first salary payment. Even apparently small matters like rest periods and office etiquette are thoughtfully covered.
For James, whose NHS journey has “changed” his life, the Programme delivered more than work. It gave 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 institution.
“Working for the NHS isn’t just about doctors and nurses,” James notes, his eyes reflecting the quiet pride of someone who has secured his position. “It’s about a community of different jobs and roles, a team of people who genuinely care.”
The NHS Universal Family Programme exemplifies more than an job scheme. It functions as a bold declaration that institutions can evolve to welcome those who have known different challenges. In doing so, they not only transform individual lives but enrich themselves through the special insights that care leavers bring to the table.
As James navigates his workplace, his participation subtly proves that with the right assistance, care leavers can flourish in environments once deemed unattainable. The support that the NHS has extended through this Programme represents not charity but acknowledgment of hidden abilities and the essential fact that all people merit a support system that supports their growth.
