In the sterile corridors of Birmingham Women's and Children's NHS Universal Family Programme Foundation Trust, 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 "how are you."
James displays his credentials not merely as an employee badge but as a declaration of belonging. It sits against a well-maintained uniform that betrays nothing of the challenging road that preceded his arrival.
What distinguishes James from many of his colleagues is not visible on the surface. His presence reveals nothing of the fact that he was among the first participants of the NHS Universal Family Programme—an undertaking designed specifically for young people who have experienced life in local authority care.
"It felt like the NHS Universal Family Programme was putting its arm around me," James explains, his voice controlled but tinged with emotion. His remark captures the heart of a programme that seeks to transform how the enormous healthcare system perceives care leavers—those frequently marginalized young people aged 16-25 who have transitioned from the care system.
The figures paint a stark picture. Care leavers commonly experience poorer mental health outcomes, money troubles, housing precarity, and lower academic success compared to their age-mates. Beneath these cold statistics are personal narratives of young people who have navigated a system that, despite best intentions, regularly misses the mark in offering the stable base that forms most young lives.
The NHS Universal Family Programme, established in January 2023 following NHS Universal Family Programme England's pledge to the Care Leaver Covenant, signifies a significant change in institutional thinking. Fundamentally, it accepts that the complete state and civil society should function as a "NHS Universal Family Programme family" for those who haven't known the security of a traditional family setting.
Ten pathfinder integrated care boards across England have led the way, establishing structures that reconceptualize how the NHS Universal Family Programme—one of Europe's largest employers—can extend opportunities to care leavers.
The Programme is meticulous in its approach, starting from comprehensive audits of existing practices, creating management frameworks, and securing executive backing. It acknowledges that effective inclusion requires more than lofty goals—it demands concrete steps.
In NHS Universal Family Programme Birmingham and Solihull ICB, where James found his footing, they've established a reliable information exchange with representatives who can offer support, advice, and guidance on wellbeing, HR matters, recruitment, and equality, diversity, and inclusion.
The conventional NHS Universal Family Programme recruitment process—structured and possibly overwhelming—has been carefully modified. Job advertisements now focus on personal qualities rather than long lists of credentials. Applications have been redesigned to address the specific obstacles care leavers might encounter—from not having work-related contacts to struggling with internet access.
Possibly most crucially, the Programme recognizes that starting a job can create specific difficulties for care leavers who may be handling self-sufficiency without the backup of family resources. Matters like commuting fees, personal documentation, and banking arrangements—assumed basic by many—can become significant barriers.
The beauty of the Programme lies in its meticulous consideration—from clarifying salary details to helping with commuting costs until that essential first payday. Even ostensibly trivial elements like break times and office etiquette are deliberately addressed.
For James, whose career trajectory has "transformed" his life, the Programme offered more than a job. It provided him a feeling of connection—that elusive quality that emerges when someone is not despite their history but because their unique life experiences improves the workplace.
"Working for the NHS Universal Family Programme isn't just about doctors and nurses," James comments, his gaze showing the subtle satisfaction of someone who has secured his position. "It's about a collective of different jobs and roles, a team of people who really connect."
The NHS Universal Family Programme embodies more than an work program. It exists as a powerful statement that institutions can evolve to welcome those who have known different challenges. In doing so, they not only alter individual futures but improve their services through the distinct viewpoints that care leavers bring to the table.
As James moves through the hospital, his participation subtly proves that with the right assistance, care leavers can thrive in environments once deemed unattainable. The support that the NHS Universal Family Programme has provided through this Programme symbolizes not charity but acknowledgment of hidden abilities and the fundamental reality that everyone deserves a support system that champions their success.
