Among the organized chaos of medical professionals in Birmingham, a young man named James Stokes moves with quiet purpose. His smart shoes whisper against the floor as he greets colleagues—some by name, others with the universal currency of a "hello there."

James wears his NHS lanyard not merely as an employee badge but as a symbol of belonging. It sits against a pressed shirt that gives no indication of the tumultuous journey that preceded his arrival.

What sets apart James from many of his colleagues is not obvious to the casual observer. His demeanor reveals nothing of the fact that he was among the first recruits of the NHS Universal Family Programme—an undertaking designed specifically for young people who have spent time in care.

"The Programme embraced me when I needed it most," James says, his voice steady but carrying undertones of feeling. His observation captures the essence of a programme that seeks to transform how the enormous healthcare system approaches care leavers—those frequently marginalized young people aged 16-25 who have graduated out of the care system.

The figures reveal a challenging reality. Care leavers commonly experience higher rates of mental health issues, economic uncertainty, shelter insecurities, and lower academic success compared to their contemporaries. Behind these impersonal figures are human stories of young people who have maneuvered through a system that, despite genuine attempts, often falls short in providing the supportive foundation that forms 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. Fundamentally, it accepts that the whole state and civil society should function as a "universal family" for those who haven't experienced the security of a traditional family setting.

Ten pioneering healthcare collectives across England have led the way, developing systems that reimagine how the NHS—one of Europe's largest employers—can open its doors to care leavers.

The Programme is detailed in its approach, initiating with thorough assessments of existing practices, creating oversight mechanisms, and obtaining leadership support. It recognizes that successful integration requires more than noble aims—it demands practical measures.

In NHS Birmingham and Solihull ICB, where James started his career, they've established a reliable information exchange with representatives who can provide help and direction on wellbeing, HR matters, recruitment, and inclusivity efforts.

The standard NHS recruitment process—rigid and often daunting—has been thoughtfully adapted. Job advertisements now emphasize personal qualities rather than long lists of credentials. Application procedures have been reimagined to address the unique challenges care leavers might encounter—from missing employment history to struggling with internet access.

Perhaps most significantly, the Programme recognizes that entering the workforce can pose particular problems for care leavers who may be handling self-sufficiency without the safety net of parental assistance. Matters like commuting fees, proper ID, and bank accounts—considered standard by many—can become significant barriers.

The elegance of the Programme lies in its thorough planning—from explaining payslip deductions to providing transportation assistance until that crucial first payday. Even ostensibly trivial elements like break times and professional behavior are deliberately addressed.

For James, whose professional path has "transformed" his life, the Programme offered more than work. It gave him a perception of inclusion—that intangible quality that emerges when someone is appreciated 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 observes, his expression revealing the quiet pride of someone who has secured his position. "It's about a collective of different jobs and roles, a group of people who genuinely care."

The NHS Universal Family Programme embodies more than an job scheme. It stands as a powerful statement that systems can evolve to include those who have navigated different paths. 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 navigates his workplace, his involvement quietly demonstrates that with the right help, care leavers can thrive in environments once considered beyond reach. The embrace that the NHS has extended through this Programme symbolizes not charity but recognition of overlooked talent and the profound truth that all people merit a support system that believes in them.