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 polished footwear whisper against the floor as he exchanges pleasantries with colleagues—some by name, others with the comfortable currency of a "hello there."

James wears his NHS lanyard not merely as an employee badge but as a declaration of acceptance. It rests against a well-maintained uniform that betrays nothing of the tumultuous journey that brought him here.

What separates James from many of his colleagues is not obvious to the casual observer. His presence gives away nothing of the fact that he was among the first beneficiaries of the NHS Universal Family Programme—an initiative crafted intentionally for young people who have been through the care system.

"The Programme embraced me when I needed it most," James reflects, his voice measured but revealing subtle passion. His statement encapsulates the essence of a programme that seeks to reinvent how the enormous healthcare system approaches care leavers—those vulnerable young people aged 16-25 who have emerged from the care system.

The figures paint a stark picture. Care leavers frequently encounter poorer mental health outcomes, financial instability, accommodation difficulties, and reduced scholarly attainment compared to their peers. Beneath these clinical numbers are personal narratives of young people who have navigated a system that, despite good efforts, regularly misses the mark in offering the supportive foundation that forms most young lives.

The NHS Universal Family Programme, established in January 2023 following NHS England's promise to the Care Leaver Covenant, represents a profound shift in institutional thinking. At its heart, it recognizes that the complete state and civil society should function as a "universal family" for those who have missed out on the stability of a traditional family setting.

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 detailed in its strategy, starting from detailed evaluations of existing practices, establishing management frameworks, and garnering executive backing. It recognizes that effective inclusion requires more than noble aims—it demands tangible actions.

In NHS Birmingham and Solihull ICB, where James began his journey, they've established a reliable information exchange with representatives who can deliver support, advice, and guidance on personal welfare, HR matters, recruitment, and equality, diversity, and inclusion.

The conventional NHS recruitment process—rigid and often daunting—has been intentionally adjusted. Job advertisements now highlight character attributes rather than long lists of credentials. Applications have been redesigned to consider the particular difficulties care leavers might face—from lacking professional references to having limited internet access.

Maybe most importantly, the Programme understands that starting a job can create specific difficulties for care leavers who may be handling self-sufficiency without the safety net of family resources. Concerns like commuting fees, identification documents, and banking arrangements—taken for granted by many—can become major obstacles.

The beauty of the Programme lies in its attention to detail—from outlining compensation information to helping with commuting costs until that critical first wage disbursement. Even apparently small matters like coffee breaks and professional behavior are deliberately addressed.

For James, whose career trajectory has "transformed" his life, the Programme offered more than work. It offered him a sense of belonging—that intangible quality that emerges when someone feels valued not despite their past but because their particular journey enriches the workplace.

"Working for the NHS 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 group of people who genuinely care."

The NHS Universal Family Programme represents more than an employment initiative. It functions as a strong assertion that institutions can change to welcome 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 provide.

As James walks the corridors, his participation silently testifies that with the right support, care leavers can succeed in environments once deemed unattainable. The support that the NHS has extended through this Programme symbolizes not charity but appreciation of hidden abilities and the essential fact that each individual warrants a support system that believes in them.