Among the organized chaos of medical professionals in Birmingham, a young man named James Stokes navigates his daily responsibilities with subtle confidence. His polished footwear whisper against the floor as he exchanges pleasantries with colleagues—some by name, others with the universal currency of a "how are you."

James wears his NHS lanyard not merely as an employee badge but as a symbol of acceptance. It hangs against a well-maintained uniform that betrays nothing of the challenging road that led him to this place.

What distinguishes James from many of his colleagues is not visible on the surface. His demeanor discloses 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 spent time in care.

"It felt like the NHS was putting its arm around me," James reflects, his voice controlled but revealing subtle passion. His remark encapsulates the essence of a programme that strives to reinvent how the vast healthcare system approaches 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 commonly experience greater psychological challenges, economic uncertainty, accommodation difficulties, and diminished educational achievements compared to their contemporaries. Behind these clinical numbers are personal narratives of young people who have maneuvered through a system that, despite best intentions, often falls short in offering the stable base that shapes most young lives.

The NHS Universal Family Programme, launched in January 2023 following NHS England's pledge to the Care Leaver Covenant, embodies a significant change in systemic approach. Fundamentally, it accepts that the complete state and civil society should function as a "universal family" for those who haven't experienced the security of a typical domestic environment.

Ten pioneering healthcare collectives across England have led the way, developing frameworks that reconceptualize how the NHS—one of Europe's largest employers—can open its doors to care leavers.

The Programme is thorough in its methodology, beginning with detailed evaluations of existing policies, forming governance structures, and obtaining leadership support. It acknowledges that effective inclusion requires more than good intentions—it demands concrete steps.

In NHS 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 mental health, HR matters, recruitment, and equality, diversity, and inclusion.

The conventional NHS recruitment process—structured and possibly overwhelming—has been intentionally adjusted. Job advertisements now highlight character attributes rather than extensive qualifications. Application processes have been redesigned to consider the particular difficulties care leavers might face—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 parental assistance. Issues like travel expenses, identification documents, and bank accounts—considered standard by many—can become substantial hurdles.

The elegance of the Programme lies in its meticulous consideration—from outlining compensation information to providing transportation assistance until that crucial first salary payment. Even apparently small matters like break times and workplace conduct are thoughtfully covered.

For James, whose NHS journey has "changed" his life, the Programme offered more than employment. It offered him a feeling of connection—that ineffable quality that emerges when someone senses worth not despite their background but because their particular journey 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 community of different jobs and roles, a team of people who really connect."

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

As James moves through the hospital, his presence subtly proves that with the right assistance, care leavers can succeed in environments once thought inaccessible. The embrace that the NHS has offered through this Programme symbolizes not charity but recognition of untapped potential and the essential fact that all people merit a community that supports their growth.