NHS: A Universal Embrace

by Mozelle Reddy on September 15, 2025

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In the sterile corridors of Birmingham Women's and Children's NHS Foundation Trust, a young man named James Stokes navigates his daily responsibilities with subtle confidence. His oxford shoes move with deliberate precision as he greets colleagues—some by name, others with the familiar currency of a "hello there."

James wears his NHS lanyard not merely as a security requirement but as a declaration of inclusion. It sits against a neatly presented outfit that gives no indication of the challenging road that preceded his arrival.

What distinguishes James from many of his colleagues is not visible on the surface. His presence discloses nothing of the fact that he was among the first participants of the NHS Universal Family Programme—an undertaking crafted intentionally for young people who have been through the care system.

"I found genuine support within the NHS structure," James explains, his voice controlled but carrying undertones of feeling. His remark summarizes the heart of a programme that strives to reinvent how the massive healthcare system views care leavers—those frequently marginalized young people aged 16-25 who have transitioned from the care system.

The figures tell a troubling story. Care leavers often face higher rates of mental health issues, financial instability, accommodation difficulties, and diminished educational achievements compared to their contemporaries. Beneath these impersonal figures are individual journeys of young people who have maneuvered through a system that, despite good efforts, regularly misses the mark 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, represents a profound shift in organizational perspective. Fundamentally, it recognizes that the complete state and civil society should function as a "communal support system" for those who haven't experienced the stability of a typical domestic environment.

Ten pathfinder integrated care boards across England have led the way, establishing frameworks that rethink how the NHS—one of Europe's largest employers—can create pathways to care leavers.

The Programme is thorough in its approach, initiating with thorough assessments of existing procedures, forming oversight mechanisms, and obtaining senior buy-in. It recognizes that effective inclusion requires more than good intentions—it demands concrete steps. <img src="https://www.england.nhs.uk/wp-content/uploads/2024/05/universal-family-programme-peer-support-2048x2006.png"; style="max-width:400px;float:left;padding:10px 10px 10px 0px;border:0px;" alt="" />

In <a href="https://www.england.nhs.uk/long-read/nhs-universal-family-programme-quick-guide/">NHS</a>; Birmingham and Solihull ICB, where James found his footing, they've created a regular internal communication network with representatives who can provide support, advice, and guidance on mental health, HR matters, recruitment, and EDI initiatives.

The conventional NHS recruitment process—structured and possibly overwhelming—has been carefully modified. Job advertisements now emphasize personal qualities rather than long lists of credentials. Application processes have been reimagined to address the specific obstacles care leavers might face—from not having work-related contacts to having limited internet access.

Possibly most crucially, the Programme understands that starting a job can present unique challenges for care leavers who may be handling self-sufficiency without the safety net of family resources. Issues like travel expenses, identification documents, and financial services—assumed basic by many—can become substantial hurdles.

The brilliance of the Programme lies in its meticulous consideration—from outlining compensation information to providing transportation assistance until that essential first wage disbursement. Even apparently small matters like coffee breaks and professional behavior are thoughtfully covered.

For James, whose professional path has "transformed" his life, the Programme offered more than a job. It provided him a sense of belonging—that ineffable quality that grows when someone is appreciated not despite their past but because their distinct perspective enhances the institution.

"Working for the NHS isn't just about doctors and nurses," James comments, his eyes reflecting the quiet pride of someone who has found his place. "It's about a collective of different jobs and roles, a group of people who truly matter." <img src="https://www.england.nhs.uk/wp-content/themes/nhsengland/static/img/nhs-uk-logo.svg"; style="max-width:450px;float:left;padding:10px 10px 10px 0px;border:0px;" alt="" />

The <a href="https://hnycareershub.co.uk/employer-resources/">NHS Universal Family Programme</a> embodies more than an job scheme. It exists as a strong assertion that organizations can change to include those who have navigated different paths. In doing so, they not only change personal trajectories but improve their services through the distinct viewpoints that care leavers contribute.

As James navigates his workplace, his involvement silently testifies that with the right support, care leavers can thrive in environments once deemed unattainable. The support that the NHS has extended through this Programme represents not charity but recognition of untapped potential and the fundamental reality that each individual warrants a family that believes in them.

Topics: health

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