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

James wears his NHS lanyard not merely as a security requirement but as a symbol of inclusion. It hangs against a neatly presented outfit that offers no clue of the challenging road that brought him here.

What sets apart James from many of his colleagues is not obvious to the casual observer. His demeanor gives away 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 spent time in care.

"I found genuine support within the NHS structure," James explains, his voice controlled but carrying undertones of feeling. His observation captures the core of a programme that aims to transform how the vast healthcare system views care leavers—those frequently marginalized young people aged 16-25 who have emerged from the care system.

The numbers paint a stark picture. Care leavers commonly experience greater psychological challenges, financial instability, shelter insecurities, and lower academic success compared to their contemporaries. Underlying these impersonal figures are individual journeys of young people who have navigated a system that, despite best intentions, regularly misses the mark in providing the stable base that molds most young lives.

The NHS Universal Family Programme, launched in January 2023 following NHS England's pledge to the Care Leaver Covenant, represents a significant change in organizational perspective. Fundamentally, it acknowledges that the complete state and civil society should function as a "communal support system" for those who have missed out on the stability of a conventional home.

A select group of healthcare regions across England have led the way, developing systems that reimagine how the NHS—one of Europe's largest employers—can create pathways to care leavers.

The Programme is meticulous in its methodology, initiating with comprehensive audits of existing policies, creating management frameworks, and securing executive backing. It recognizes that effective inclusion requires more than good intentions—it demands practical measures.

In NHS Birmingham and Solihull ICB, where James found his footing, they've established a reliable information exchange with representatives who can deliver help and direction on wellbeing, HR matters, recruitment, and equality, diversity, and inclusion.

The conventional NHS recruitment process—formal and often daunting—has been thoughtfully adapted. Job advertisements now focus on attitudinal traits rather than numerous requirements. Application processes have been redesigned to consider the unique challenges care leavers might experience—from lacking professional references to having limited internet access.

Perhaps most significantly, the Programme acknowledges that entering the workforce can create specific difficulties for care leavers who may be handling self-sufficiency without the support of parental assistance. Issues like commuting fees, proper ID, and financial services—considered standard by many—can become substantial hurdles.

The brilliance of the Programme lies in its thorough planning—from explaining payslip deductions to offering travel loans until that critical first payday. Even seemingly minor aspects like break times and office etiquette are carefully explained.

For James, whose career trajectory has "changed" his life, the Programme offered more than work. It provided him a feeling of connection—that elusive quality that develops when someone feels valued not despite their background but because their particular journey enriches the organization.

"Working for the NHS isn't just about doctors and nurses," James notes, his gaze showing the modest fulfillment 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 stands as a strong assertion that institutions can evolve to include those who have known different challenges. In doing so, they not only alter individual futures but enrich themselves through the distinct viewpoints that care leavers provide.

As James navigates his workplace, his participation silently testifies that with the right support, care leavers can succeed in environments once thought inaccessible. The support that the NHS has provided through this Programme represents not charity but acknowledgment of hidden abilities and the profound truth that all people merit a community that believes in them.