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 smart shoes move with deliberate precision as he exchanges pleasantries with colleagues—some by name, others with the universal currency of a "hello there."

James wears his NHS lanyard not merely as a security requirement but as a testament of acceptance. It sits against a pressed shirt that betrays nothing of the challenging road that led him to this place.

What distinguishes James from many of his colleagues is not immediately apparent. His bearing gives away nothing of the fact that he was among the first recruits of the NHS Universal Family Programme—an undertaking created purposefully for young people who have spent time in care.

"The Programme embraced me when I needed it most," James reflects, his voice steady but carrying undertones of feeling. His remark summarizes the core of a programme that aims to revolutionize 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 reveal a challenging reality. Care leavers commonly experience poorer mental health outcomes, financial instability, housing precarity, and diminished educational achievements compared to their contemporaries. Underlying these impersonal figures are personal narratives of young people who have navigated a system that, despite good efforts, regularly misses the mark in offering the supportive foundation that molds most young lives.

The NHS Universal Family Programme, launched in January 2023 following NHS England's pledge to the Care Leaver Covenant, embodies a substantial transformation in institutional thinking. Fundamentally, it accepts that the entire state and civil society should function as a "universal family" for those who haven't known the stability of a typical domestic environment.

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

The Programme is meticulous in its approach, starting from thorough assessments of existing policies, forming management frameworks, and securing leadership support. It recognizes that meaningful participation requires more than noble aims—it demands tangible actions.

In NHS Birmingham and Solihull ICB, where James began his journey, they've established a consistent support system with representatives who can deliver support, advice, and guidance on personal welfare, HR matters, recruitment, and equality, diversity, and inclusion.

The conventional NHS recruitment process—formal and possibly overwhelming—has been thoughtfully adapted. Job advertisements now highlight personal qualities rather than long lists of credentials. Application processes have been reimagined to accommodate the specific obstacles care leavers might face—from lacking professional references to facing barriers to internet access.

Maybe most importantly, the Programme understands that entering the workforce can pose particular problems for care leavers who may be handling self-sufficiency without the backup of family resources. Issues like transportation costs, proper ID, and bank accounts—assumed basic by many—can become significant barriers.

The beauty of the Programme lies in its attention to detail—from outlining compensation information to helping with commuting costs until that critical first payday. Even ostensibly trivial elements like rest periods and office etiquette are carefully explained.

For James, whose professional path has "changed" his life, the Programme provided more than a job. It provided him a perception of inclusion—that ineffable quality that grows when someone is appreciated not despite their past but because their distinct perspective 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 family of people who really connect."

The NHS Universal Family Programme represents more than an work program. It functions as a bold declaration that institutions can adapt to embrace those who have experienced life differently. In doing so, they not only alter individual futures but improve their services through the special insights that care leavers bring to the table.

As James moves through the hospital, his participation quietly demonstrates that with the right assistance, care leavers can flourish in environments once considered beyond reach. The embrace that the NHS has offered through this Programme symbolizes not charity but recognition of overlooked talent and the profound truth that everyone deserves a family that supports their growth.