Among the organized chaos of medical professionals in Birmingham, a young man named James Stokes navigates his daily responsibilities with subtle confidence. His polished footwear move with deliberate precision as he exchanges pleasantries with colleagues—some by name, others with the comfortable currency of a "hello there."

James carries his identification not merely as a security requirement but as a symbol of acceptance. It rests against a pressed shirt that betrays nothing of the tumultuous journey that led him to this place.

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

"I found genuine support within the NHS structure," James says, his voice measured but tinged with emotion. His remark summarizes the essence of a programme that strives to reinvent 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 higher rates of mental health issues, economic uncertainty, accommodation difficulties, and diminished educational achievements compared to their age-mates. Underlying these cold statistics are individual journeys of young people who have navigated a system that, despite best intentions, often falls short in delivering the stable base that forms most young lives.

The NHS Universal Family Programme, established in January 2023 following NHS England's commitment to the Care Leaver Covenant, embodies a profound shift in systemic approach. At its core, it acknowledges that the complete state and civil society should function as a "universal family" for those who have missed out on the stability of a conventional home.

Ten pioneering healthcare collectives across England have charted the course, developing frameworks that rethink how the NHS—one of Europe's largest employers—can open its doors to care leavers.

The Programme is meticulous in its approach, starting from comprehensive audits of existing procedures, creating oversight mechanisms, and garnering executive backing. It acknowledges that effective inclusion requires more than lofty goals—it demands tangible actions.

In NHS Birmingham and Solihull ICB, where James began his journey, they've created a reliable information exchange with representatives who can deliver support, advice, and guidance on mental health, HR matters, recruitment, and EDI initiatives.

The traditional NHS recruitment process—structured and often daunting—has been carefully modified. Job advertisements now focus on character attributes rather than long lists of credentials. Application processes have been redesigned to address the unique challenges care leavers might encounter—from lacking professional references to facing barriers to internet access.

Maybe most importantly, the Programme understands that starting a job can present unique challenges for care leavers who may be handling self-sufficiency without the backup of familial aid. Concerns like transportation costs, proper ID, and financial services—taken for granted by many—can become major obstacles.

The elegance of the Programme lies in its meticulous consideration—from explaining payslip deductions to helping with commuting costs until that critical first salary payment. Even ostensibly trivial elements like coffee breaks and professional behavior are deliberately addressed.

For James, whose career trajectory has "changed" his life, the Programme offered more than employment. It offered him a perception of inclusion—that elusive quality that emerges when someone feels valued not despite their past but because their distinct perspective enhances the institution.

"Working for the NHS isn't just about doctors and nurses," James notes, his expression revealing the modest fulfillment of someone who has found his place. "It's about a family of different jobs and roles, a family of people who truly matter."

The NHS Universal Family Programme exemplifies more than an employment initiative. It exists as a powerful statement that organizations can evolve to embrace those who have navigated different paths. In doing so, they not only alter individual futures but enhance their operations through the special insights that care leavers provide.

As James walks the corridors, his presence silently testifies that with the right support, care leavers can succeed in environments once considered beyond reach. The support that the NHS has provided through this Programme represents not charity but recognition of overlooked talent and the profound truth that all people merit a family that believes in them.