Within the bustling halls of an NHS hospital in Birmingham, a young man named James Stokes moves with quiet purpose. His polished footwear move with deliberate precision as he acknowledges colleagues—some by name, others with the familiar currency of a "hello there."

James displays his credentials not merely as institutional identification but as a testament of inclusion. It rests against a neatly presented outfit that gives no indication of the challenging road that preceded his arrival.

What separates James from many of his colleagues is not obvious to the casual observer. His bearing discloses nothing of the fact that he was among the first recruits 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 says, his voice measured but carrying undertones of feeling. His statement captures the heart of a programme that aims to revolutionize how the enormous healthcare system perceives care leavers—those vulnerable young people aged 16-25 who have transitioned from the care system.

The statistics tell a troubling story. Care leavers commonly experience greater psychological challenges, economic uncertainty, shelter insecurities, and lower academic success compared to their peers. Beneath these impersonal figures are personal narratives of young people who have navigated a system that, despite good efforts, often falls short in delivering the supportive foundation that shapes most young lives.

The NHS Universal Family Programme, initiated in January 2023 following NHS England's promise to the Care Leaver Covenant, embodies a profound shift in institutional thinking. Fundamentally, it recognizes that the whole state and civil society should function as a "universal family" for those who haven't known the stability of a traditional family setting.

A select group of healthcare regions across England have blazed the trail, establishing structures that reimagine how the NHS—one of Europe's largest employers—can open its doors to care leavers.

The Programme is detailed in its approach, beginning with thorough assessments of existing procedures, forming governance structures, and securing executive backing. It recognizes that effective inclusion requires more than good intentions—it demands concrete steps.

In NHS Birmingham and Solihull ICB, where James began his journey, they've developed a consistent support system with representatives who can provide assistance and counsel on wellbeing, HR matters, recruitment, and inclusivity efforts.

The traditional NHS recruitment process—structured and potentially intimidating—has been intentionally adjusted. Job advertisements now emphasize character attributes rather than long lists of credentials. Application procedures have been reimagined to consider the specific obstacles care leavers might encounter—from lacking professional references to having limited internet access.

Perhaps most significantly, the Programme recognizes that beginning employment can present unique challenges for care leavers who may be handling self-sufficiency without the safety net of familial aid. Matters like commuting fees, personal documentation, and banking arrangements—taken for granted by many—can become significant barriers.

The brilliance of the Programme lies in its attention to detail—from outlining compensation information to helping with commuting costs until that crucial first wage disbursement. Even seemingly minor aspects like break times and office etiquette are carefully explained.

For James, whose career trajectory has "transformed" his life, the Programme provided more than work. It offered him a perception of inclusion—that intangible quality that develops when someone senses worth not despite their past but because their particular journey improves the institution.

"Working for the NHS isn't just about doctors and nurses," James observes, his eyes reflecting the subtle satisfaction of someone who has found his place. "It's about a collective of different jobs and roles, a family of people who genuinely care."

The NHS Universal Family Programme exemplifies more than an work program. It functions as a strong assertion that systems can change to include those who have experienced life differently. In doing so, they not only transform individual lives but improve their services through the special insights that care leavers bring to the table.

As James walks the corridors, his presence quietly demonstrates that with the right help, care leavers can thrive in environments once considered beyond reach. The embrace that the NHS has extended through this Programme symbolizes not charity but acknowledgment of overlooked talent and the profound truth that each individual warrants a support system that champions their success.