Within the bustling halls of an NHS hospital in Birmingham, a young man named James Stokes moves with quiet purpose. His oxford shoes whisper against the floor as he acknowledges colleagues—some by name, others with the comfortable currency of a "hello there."

James displays his credentials not merely as an employee badge but as a testament of acceptance. It sits against a pressed shirt that offers no clue of the difficult path that led him to this place.

What sets apart James from many of his colleagues is not visible on the surface. His bearing reveals 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 spent time in care.

"I found genuine support within the NHS structure," James explains, his voice measured but revealing subtle passion. His statement captures the core of a programme that aims to reinvent how the massive healthcare system perceives care leavers—those frequently marginalized young people aged 16-25 who have transitioned from the care system.

The statistics paint a stark picture. Care leavers commonly experience higher rates of mental health issues, financial instability, accommodation difficulties, and diminished educational achievements compared to their peers. Underlying these clinical numbers are individual journeys of young people who have traversed a system that, despite genuine attempts, regularly misses the mark 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 profound shift in institutional thinking. Fundamentally, it acknowledges that the entire state and civil society should function as a "communal support system" for those who haven't experienced the security of a conventional home.

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

The Programme is meticulous in its approach, initiating with comprehensive audits of existing practices, establishing management frameworks, and securing leadership support. It acknowledges that effective inclusion requires more than good intentions—it demands tangible actions.

In NHS Birmingham and Solihull ICB, where James found his footing, they've created a consistent support system with representatives who can provide support, advice, and guidance on wellbeing, HR matters, recruitment, and inclusivity efforts.

The conventional NHS recruitment process—rigid and potentially intimidating—has been thoughtfully adapted. Job advertisements now highlight attitudinal traits rather than numerous requirements. Applications have been reimagined to consider the specific obstacles care leavers might face—from lacking professional references to facing barriers to internet access.

Perhaps most significantly, the Programme acknowledges that entering the workforce can create specific difficulties for care leavers who may be navigating autonomy without the safety net of familial aid. Issues like commuting fees, identification documents, and bank accounts—taken for granted by many—can become significant barriers.

The beauty of the Programme lies in its thorough planning—from clarifying salary details to offering travel loans until that crucial first payday. Even ostensibly trivial elements like break times and professional behavior are thoughtfully covered.

For James, whose NHS journey has "transformed" his life, the Programme delivered more than a job. It provided him a sense of belonging—that elusive quality that grows when someone feels valued not despite their history but because their unique life experiences enhances the institution.

"Working for the NHS isn't just about doctors and nurses," James notes, his eyes reflecting the modest fulfillment of someone who has secured his position. "It's about a community 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 bold declaration that institutions can change to include those who have known different challenges. In doing so, they not only change personal trajectories but enhance their operations through the special insights that care leavers contribute.

As James walks the corridors, his presence silently testifies that with the right help, care leavers can succeed in environments once thought inaccessible. The arm that the NHS has provided through this Programme signifies not charity but appreciation of untapped potential and the essential fact that everyone deserves a family that believes in them.