Within the bustling halls of an NHS hospital in Birmingham, a young man named James Stokes carries himself with the measured poise of someone who has found his place. His smart shoes whisper against the floor as he acknowledges colleagues—some by name, others with the familiar currency of a "hello there."

James wears his NHS lanyard not merely as a security requirement but as a symbol of inclusion. It rests against a pressed shirt that betrays nothing of the challenging road that brought him here.

What separates 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 experienced life in local authority care.

"It felt like the NHS was putting its arm around me," James explains, his voice steady but revealing subtle passion. His remark captures 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 statistics reveal a challenging reality. Care leavers commonly experience poorer mental health outcomes, economic uncertainty, shelter insecurities, and lower academic success compared to their age-mates. Underlying these cold statistics are personal narratives of young people who have maneuvered through a system that, despite best intentions, regularly misses the mark in delivering the supportive foundation that shapes most young lives.

The NHS Universal Family Programme, initiated in January 2023 following NHS England's pledge to the Care Leaver Covenant, signifies a profound shift in systemic approach. Fundamentally, it recognizes that the complete state and civil society should function as a "collective parent" for those who have missed out on the security of a conventional home.

Ten pioneering healthcare collectives across England have charted the course, creating systems that reconceptualize how the NHS—one of Europe's largest employers—can extend opportunities to care leavers.

The Programme is detailed in its methodology, starting from detailed evaluations of existing procedures, establishing oversight mechanisms, and obtaining executive backing. It understands that meaningful participation requires more than lofty goals—it demands practical measures.

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 wellbeing, HR matters, recruitment, and EDI initiatives.

The standard NHS recruitment process—rigid and often daunting—has been thoughtfully adapted. Job advertisements now focus on character attributes rather than long lists of credentials. Application procedures have been redesigned to address the specific obstacles care leavers might encounter—from lacking professional references 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 navigating autonomy without the safety net of family resources. Issues like transportation costs, proper ID, and banking arrangements—considered standard by many—can become major obstacles.

The beauty of the Programme lies in its attention to detail—from explaining payslip deductions to helping with commuting costs until that essential first wage disbursement. Even seemingly minor aspects like coffee breaks and office etiquette are thoughtfully covered.

For James, whose career trajectory has "revolutionized" his life, the Programme offered more than employment. It offered him a perception of inclusion—that elusive quality that grows when someone feels valued not despite their history but because their unique life experiences improves the institution.

"Working for the NHS isn't just about doctors and nurses," James comments, his gaze showing the quiet pride 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 embodies more than an work program. It exists as a powerful statement that organizations can change to embrace those who have navigated different paths. In doing so, they not only alter individual futures but enrich themselves through the special insights that care leavers bring to the table.

As James navigates his workplace, his participation subtly proves that with the right assistance, care leavers can thrive in environments once thought inaccessible. The embrace that the NHS has provided through this Programme signifies not charity but acknowledgment of untapped potential and the profound truth that everyone deserves a family that champions their success.