Within the bustling halls of an NHS hospital in Birmingham, a young man named James Stokes navigates his daily responsibilities with subtle confidence. His oxford shoes move with deliberate precision as he greets colleagues—some by name, others with the familiar currency of a "good morning."

James displays his credentials not merely as an employee badge but as a declaration of acceptance. It hangs against a well-maintained uniform that betrays nothing of the difficult path that brought him here.

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

"It felt like the NHS was putting its arm around me," James says, his voice steady but carrying undertones of feeling. His remark captures the heart of a programme that strives to transform how the vast healthcare system perceives care leavers—those often overlooked young people aged 16-25 who have transitioned from the care system.

The numbers paint a stark picture. Care leavers frequently encounter higher rates of mental health issues, economic uncertainty, housing precarity, and diminished educational achievements compared to their age-mates. Underlying these cold statistics are individual journeys of young people who have navigated a system that, despite genuine attempts, regularly misses the mark in providing the supportive foundation that forms most young lives.

The NHS Universal Family Programme, established in January 2023 following NHS England's commitment to the Care Leaver Covenant, signifies a significant change in systemic approach. Fundamentally, it recognizes that the whole state and civil society should function as a "collective parent" for those who haven't experienced the constancy of a traditional family setting.

Ten pathfinder integrated care boards across England have led the way, creating frameworks that reimagine how the NHS—one of Europe's largest employers—can create pathways to care leavers.

The Programme is thorough in its strategy, beginning with detailed evaluations of existing procedures, establishing oversight mechanisms, and securing senior buy-in. It understands that effective inclusion requires more than noble aims—it demands practical measures.

In NHS Birmingham and Solihull ICB, where James started his career, they've developed a reliable information exchange with representatives who can offer assistance and counsel on personal welfare, HR matters, recruitment, and equality, diversity, and inclusion.

The standard NHS recruitment process—formal and potentially intimidating—has been intentionally adjusted. Job advertisements now emphasize personal qualities rather than long lists of credentials. Application processes have been reimagined to consider the unique challenges care leavers might experience—from lacking professional references to struggling with internet access.

Possibly most crucially, the Programme understands that beginning employment can pose particular problems for care leavers who may be handling self-sufficiency without the safety net of family resources. Concerns like commuting fees, personal documentation, and bank accounts—assumed basic by many—can become substantial hurdles.

The elegance of the Programme lies in its meticulous consideration—from clarifying salary details to providing transportation assistance until that essential first wage disbursement. Even seemingly minor aspects like coffee breaks and workplace conduct are deliberately addressed.

For James, whose professional path has "revolutionized" his life, the Programme delivered more than employment. It provided him a perception of inclusion—that elusive quality that develops when someone feels valued not despite their background but because their unique life experiences improves the organization.

"Working for the NHS isn't just about doctors and nurses," James observes, his gaze showing the modest fulfillment of someone who has discovered belonging. "It's about a collective of different jobs and roles, a team of people who truly matter."

The NHS Universal Family Programme exemplifies more than an job scheme. It stands as a powerful statement that institutions can change to embrace those who have experienced life differently. In doing so, they not only transform individual lives but improve their services through the unique perspectives that care leavers provide.

As James moves through the hospital, his presence quietly demonstrates that with the right assistance, care leavers can succeed in environments once deemed unattainable. The support that the NHS has extended through this Programme signifies not charity but appreciation of hidden abilities and the essential fact that each individual warrants a support system that supports their growth.