Among the organized chaos of medical professionals in Birmingham, a young man named James Stokes carries himself with the measured poise of someone who has found his place. His oxford shoes whisper against the floor as he greets colleagues—some by name, others with the familiar currency of a "hello there."

James carries his identification not merely as a security requirement but as a testament of inclusion. It hangs against a neatly presented outfit that offers no clue of the difficult path that brought him here.

What sets apart James from many of his colleagues is not visible on the surface. His presence reveals nothing of the fact that he was among the first participants of the NHS Universal Family Programme—an undertaking designed specifically for young people who have spent time in care.

"I found genuine support within the NHS structure," James reflects, his voice steady but carrying undertones of feeling. His remark captures the heart of a programme that seeks to revolutionize how the enormous healthcare system views care leavers—those often overlooked young people aged 16-25 who have graduated out of the care system.

The numbers reveal a challenging reality. Care leavers frequently encounter poorer mental health outcomes, financial instability, accommodation difficulties, and reduced scholarly attainment compared to their peers. Behind these cold statistics are human stories of young people who have traversed a system that, despite genuine attempts, frequently fails in offering the nurturing environment that molds most young lives.

The NHS Universal Family Programme, launched in January 2023 following NHS England's commitment to the Care Leaver Covenant, represents a profound shift in systemic approach. At its heart, it accepts that the complete state and civil society should function as a "communal support system" for those who haven't known the security of a typical domestic environment.

Ten pioneering healthcare collectives across England have blazed the trail, developing frameworks that reconceptualize how the NHS—one of Europe's largest employers—can extend opportunities to care leavers.

The Programme is meticulous in its methodology, beginning with detailed evaluations of existing procedures, creating governance structures, and securing executive backing. It understands 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 created a consistent support system with representatives who can provide help and direction on mental health, HR matters, recruitment, and EDI initiatives.

The traditional NHS recruitment process—structured and possibly overwhelming—has been thoughtfully adapted. Job advertisements now focus on character attributes rather than extensive qualifications. Applications have been reconsidered to address the unique challenges care leavers might face—from missing employment history to facing barriers to internet access.

Maybe most importantly, the Programme acknowledges that beginning employment can present unique challenges for care leavers who may be managing independent living without the backup of family resources. Concerns like transportation costs, proper ID, and bank accounts—taken for granted by many—can become substantial hurdles.

The brilliance of the Programme lies in its attention to detail—from explaining payslip deductions to helping with commuting costs until that critical first wage disbursement. Even ostensibly trivial elements like break times and workplace conduct are deliberately addressed.

For James, whose career trajectory has "changed" his life, the Programme delivered more than employment. It provided him a feeling of connection—that elusive quality that grows when someone is appreciated not despite their past but because their particular journey enhances the workplace.

"Working for the NHS isn't just about doctors and nurses," James notes, his eyes reflecting the subtle satisfaction of someone who has found his place. "It's about a family of different jobs and roles, a team of people who genuinely care."

The NHS Universal Family Programme exemplifies more than an employment initiative. It exists as a bold declaration that institutions can change to welcome those who have navigated different paths. In doing so, they not only change personal trajectories but enrich themselves through the distinct viewpoints that care leavers contribute.

As James navigates his workplace, his participation silently testifies that with the right support, care leavers can thrive in environments once considered beyond reach. The embrace that the NHS has provided through this Programme represents not charity but acknowledgment of hidden abilities and the fundamental reality that each individual warrants a support system that champions their success.