NHS: A Universal Embrace

In the sterile corridors of Birmingham Women's and Children's NHS Foundation Trust, a young man named James Stokes moves with quiet purpose. His oxford shoes move with deliberate precision as he acknowledges colleagues—some by name, others with the comfortable currency of a "how are you."

James displays his credentials not merely as a security requirement but as a declaration of inclusion. It hangs against a neatly presented outfit that offers no clue of the difficult path that preceded his arrival.

What sets apart James from many of his colleagues is not obvious to the casual observer. His demeanor discloses nothing of the fact that he was among the first participants of the NHS Universal Family Programme—an effort crafted intentionally 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 observation encapsulates the heart of a programme that aims to revolutionize how the vast healthcare system views care leavers—those frequently marginalized young people aged 16-25 who have emerged from the care system.

The statistics paint a stark picture. Care leavers commonly experience greater psychological challenges, economic uncertainty, shelter insecurities, and reduced scholarly attainment compared to their age-mates. Behind these cold statistics are individual journeys of young people who have traversed a system that, despite best intentions, regularly misses the mark in delivering the stable base that molds most young lives.

The NHS Universal Family Programme, launched in January 2023 following NHS England's commitment to the Care Leaver Covenant, represents a substantial transformation in organizational perspective. At its heart, it recognizes that the whole state and civil society should function as a "collective parent" for those who haven't experienced the security of a traditional family setting.

A select group of healthcare regions across England have blazed the trail, establishing systems that reimagine how the NHS—one of Europe's largest employers—can create pathways to care leavers.

The Programme is thorough in its methodology, beginning with comprehensive audits of existing procedures, forming oversight mechanisms, and garnering senior buy-in. It acknowledges that meaningful participation requires more than noble aims—it demands concrete steps.

In NHS Birmingham and Solihull ICB, where James found his footing, they've created a regular internal communication network with representatives who can offer support, advice, and guidance on personal welfare, HR matters, recruitment, and equality, diversity, and inclusion.

The conventional NHS recruitment process—formal and possibly overwhelming—has been intentionally adjusted. Job advertisements now focus on attitudinal traits rather than extensive qualifications. Applications have been redesigned to consider the specific obstacles care leavers might experience—from lacking professional references to facing barriers to internet access.

Perhaps most significantly, the Programme acknowledges that beginning employment can create specific difficulties for care leavers who may be handling self-sufficiency without the safety net of familial aid. Issues like travel expenses, identification documents, and banking arrangements—considered standard by many—can become major obstacles.

The beauty of the Programme lies in its thorough planning—from outlining compensation information to helping with commuting costs until that crucial first wage disbursement. Even seemingly minor aspects like coffee breaks and professional behavior are deliberately addressed.

For James, whose career trajectory has "revolutionized" his life, the Programme offered more than work. It gave him a perception of inclusion—that intangible quality that develops when someone senses worth not despite their past but because their distinct perspective enriches the workplace.

"Working for the NHS isn't just about doctors and nurses," James notes, his gaze showing the quiet pride of someone who has discovered belonging. "It's about a collective of different jobs and roles, a team of people who genuinely care."

The NHS Universal Family Programme exemplifies more than an work program. It functions as a strong assertion that organizations can change to embrace those who have navigated different paths. In doing so, they not only transform individual lives but enhance their operations through the distinct viewpoints that care leavers provide.

As James navigates his workplace, his participation silently testifies that with the right assistance, care leavers can thrive in environments once thought inaccessible. The embrace that the NHS has provided through this Programme symbolizes not charity but acknowledgment of overlooked talent and the essential fact that each individual warrants a community that champions their success.