Among the organized chaos of medical professionals in Birmingham, a young man named James Stokes moves with quiet purpose. His polished footwear move with deliberate precision as he exchanges pleasantries with colleagues—some by name, others with the universal currency of a "hello there."

James carries his identification not merely as institutional identification but as a symbol of belonging. It hangs against a neatly presented outfit that gives no indication of the difficult path that led him to this place.

What distinguishes James from many of his colleagues is not immediately apparent. His bearing discloses nothing of the fact that he was among the first beneficiaries 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 says, his voice measured but revealing subtle passion. His statement summarizes the essence of a programme that aims to reinvent how the enormous healthcare system perceives care leavers—those often overlooked young people aged 16-25 who have transitioned from the care system.

The figures tell a troubling story. Care leavers frequently encounter greater psychological challenges, money troubles, shelter insecurities, and diminished educational achievements compared to their age-mates. Beneath these cold statistics are individual journeys of young people who have navigated a system that, despite good efforts, often falls short in delivering the supportive foundation that molds most young lives.

The NHS Universal Family Programme, initiated in January 2023 following NHS England's pledge to the Care Leaver Covenant, represents a substantial transformation in organizational perspective. Fundamentally, it acknowledges that the entire state and civil society should function as a "universal family" for those who haven't known the stability of a traditional family setting.

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

The Programme is detailed in its methodology, initiating with thorough assessments of existing practices, creating management frameworks, and obtaining executive backing. It understands that effective inclusion requires more than good intentions—it demands tangible actions.

In NHS Birmingham and Solihull ICB, where James started his career, they've developed a regular internal communication network with representatives who can deliver support, advice, and guidance on personal welfare, HR matters, recruitment, and EDI initiatives.

The conventional NHS recruitment process—structured and often daunting—has been intentionally adjusted. Job advertisements now highlight character attributes rather than numerous requirements. Application procedures have been redesigned to accommodate the particular difficulties care leavers might face—from not having work-related contacts to facing barriers to internet access.

Possibly most crucially, the Programme recognizes 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 travel expenses, proper ID, and financial services—assumed basic by many—can become substantial hurdles.

The beauty of the Programme lies in its meticulous consideration—from clarifying salary details to helping with commuting costs until that crucial first wage disbursement. Even apparently small matters like coffee breaks and workplace conduct are carefully explained.

For James, whose professional path has "revolutionized" his life, the Programme delivered more than a job. It gave him a perception of inclusion—that intangible quality that grows when someone feels valued not despite their past but because their unique life experiences enriches the organization.

"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 truly matter."

The NHS Universal Family Programme exemplifies more than an work program. It exists as a powerful statement that institutions can evolve 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 bring to the table.

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