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 polished footwear barely make a sound as he exchanges pleasantries with colleagues—some by name, others with the familiar currency of a "good morning."

James wears his NHS lanyard not merely as an employee badge but as a symbol of inclusion. It rests against a pressed shirt that gives no indication of the tumultuous journey that led him to this place.

What sets apart James from many of his colleagues is not immediately apparent. His bearing reveals nothing of the fact that he was among the first participants of the NHS Universal Family Programme—an undertaking created purposefully for young people who have been through the care system.

"I found genuine support within the NHS structure," James reflects, his voice steady but revealing subtle passion. His remark summarizes the heart of a programme that strives to revolutionize how the vast healthcare system approaches care leavers—those often overlooked young people aged 16-25 who have graduated out of the care system.

The numbers paint a stark picture. Care leavers often face greater psychological challenges, economic uncertainty, shelter insecurities, and lower academic success compared to their age-mates. Underlying these impersonal figures are personal narratives of young people who have traversed a system that, despite best intentions, regularly misses the mark in delivering the supportive foundation that forms most young lives.

The NHS Universal Family Programme, initiated in January 2023 following NHS England's promise to the Care Leaver Covenant, represents a substantial transformation in institutional thinking. Fundamentally, it recognizes that the whole state and civil society should function as a "communal support system" for those who haven't known the constancy of a typical domestic environment.

Ten pathfinder integrated care boards across England have blazed the trail, establishing systems that reconceptualize how the NHS—one of Europe's largest employers—can extend opportunities to care leavers.

The Programme is meticulous in its methodology, initiating with comprehensive audits of existing procedures, creating governance structures, and garnering leadership support. It understands that effective inclusion requires more than good intentions—it demands concrete steps.

In NHS Birmingham and Solihull ICB, where James started his career, they've created a reliable information exchange with representatives who can deliver assistance and counsel on mental health, HR matters, recruitment, and EDI initiatives.

The traditional NHS recruitment process—structured and potentially intimidating—has been intentionally adjusted. Job advertisements now highlight character attributes rather than long lists of credentials. Application procedures have been redesigned to accommodate the unique challenges care leavers might encounter—from missing employment history to having limited internet access.

Perhaps most significantly, the Programme understands that starting a job can pose particular problems for care leavers who may be handling self-sufficiency without the support of parental assistance. Matters like travel expenses, personal documentation, and banking arrangements—assumed basic by many—can become major obstacles.

The brilliance of the Programme lies in its meticulous consideration—from explaining payslip deductions to helping with commuting costs until that critical first salary payment. Even seemingly minor aspects like rest periods and office etiquette are deliberately addressed.

For James, whose career trajectory has "changed" his life, the Programme delivered more than work. It gave him a perception of inclusion—that intangible quality that grows when someone is appreciated not despite their background but because their unique life experiences improves the institution.

"Working for the NHS isn't just about doctors and nurses," James comments, his eyes reflecting the modest fulfillment of someone who has discovered belonging. "It's about a family of different jobs and roles, a group of people who truly matter."

The NHS Universal Family Programme embodies more than an employment initiative. It stands as a bold declaration that organizations 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 involvement quietly demonstrates that with the right assistance, care leavers can thrive in environments once deemed unattainable. The embrace that the NHS has offered through this Programme signifies not charity but recognition of hidden abilities and the profound truth that everyone deserves a family that believes in them.