In the sterile corridors of Birmingham Women's and Children's NHS Foundation Trust, a young man named James Stokes moves with quiet purpose. His oxford shoes 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 an employee badge but as a declaration of inclusion. It hangs against a pressed shirt that betrays nothing of the tumultuous journey that preceded his arrival.

What distinguishes James from many of his colleagues is not visible on the surface. His demeanor gives away nothing of the fact that he was among the first participants of the NHS Universal Family Programme—an initiative crafted intentionally for young people who have spent time in care.

"I found genuine support within the NHS structure," James reflects, his voice steady but carrying undertones of feeling. His observation encapsulates the core of a programme that seeks to reinvent how the massive healthcare system views care leavers—those often overlooked young people aged 16-25 who have graduated out of the care system.

The statistics reveal a challenging reality. Care leavers often face higher rates of mental health issues, money troubles, accommodation difficulties, and reduced scholarly attainment compared to their peers. Behind these clinical numbers are personal narratives of young people who have maneuvered through a system that, despite best intentions, often falls short in delivering the supportive foundation that shapes most young lives.

The NHS Universal Family Programme, launched in January 2023 following NHS England's promise to the Care Leaver Covenant, signifies a significant change in institutional thinking. At its heart, it accepts that the whole state and civil society should function as a "universal family" for those who have missed out on the constancy of a typical domestic environment.

A select group of healthcare regions across England have charted the course, creating frameworks that rethink how the NHS—one of Europe's largest employers—can open its doors to care leavers.

The Programme is detailed in its methodology, beginning with comprehensive audits of existing procedures, establishing governance structures, and obtaining leadership support. It recognizes that successful integration requires more than lofty goals—it demands tangible actions.

In NHS Birmingham and Solihull ICB, where James started his career, they've developed a consistent support system with representatives who can offer assistance and counsel on mental health, HR matters, recruitment, and equality, diversity, and inclusion.

The traditional NHS recruitment process—formal and potentially intimidating—has been thoughtfully adapted. Job advertisements now focus on character attributes rather than extensive qualifications. Applications have been reconsidered to consider the specific obstacles care leavers might face—from not having work-related contacts to facing barriers to internet access.

Maybe most importantly, the Programme acknowledges that entering the workforce can create specific difficulties for care leavers who may be handling self-sufficiency without the backup of parental assistance. Matters like travel expenses, proper ID, and bank accounts—assumed basic by many—can become major obstacles.

The beauty of the Programme lies in its thorough planning—from clarifying salary details to providing transportation assistance until that critical first salary payment. Even apparently small matters like coffee breaks and workplace conduct are thoughtfully covered.

For James, whose NHS journey has "changed" his life, the Programme delivered more than a job. It offered him a feeling of connection—that intangible quality that emerges when someone feels valued not despite their history but because their unique life experiences enriches the organization.

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

The NHS Universal Family Programme exemplifies more than an job scheme. It stands as a strong assertion that systems can adapt to include those who have navigated different paths. In doing so, they not only change personal trajectories but enrich themselves through the unique perspectives that care leavers contribute.

As James walks the corridors, his presence silently testifies that with the right assistance, care leavers can thrive in environments once considered beyond reach. The embrace that the NHS has extended through this Programme represents not charity but recognition of hidden abilities and the profound truth that everyone deserves a community that champions their success.