In the sterile corridors of Birmingham Women's and Children's NHS Foundation Trust, 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 greets colleagues—some by name, others with the universal currency of a "how are you."

James wears his NHS lanyard not merely as a security requirement but as a declaration of acceptance. It sits against a pressed shirt that gives no indication of the challenging road that preceded his arrival.

What distinguishes James from many of his colleagues is not immediately apparent. 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.

"The Programme embraced me when I needed it most," James reflects, his voice measured but tinged with emotion. His remark encapsulates the core of a programme that strives to reinvent how the massive healthcare system perceives care leavers—those often overlooked young people aged 16-25 who have transitioned from the care system.

The statistics paint a stark picture. Care leavers commonly experience higher rates of mental health issues, money troubles, shelter insecurities, and lower academic success compared to their peers. Behind these cold statistics are individual journeys of young people who have traversed a system that, despite genuine attempts, often falls short in providing the supportive foundation that shapes most young lives.

The NHS Universal Family Programme, established in January 2023 following NHS England's promise to the Care Leaver Covenant, represents a substantial transformation in institutional thinking. At its core, it acknowledges that the whole state and civil society should function as a "collective parent" for those who haven't experienced the security of a traditional family setting.

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

The Programme is meticulous in its approach, beginning with detailed evaluations of existing practices, forming management frameworks, and securing senior buy-in. It acknowledges that meaningful participation requires more than lofty goals—it demands concrete steps.

In NHS Birmingham and Solihull ICB, where James found his footing, they've developed a regular internal communication network with representatives who can provide assistance and counsel on mental health, HR matters, recruitment, and equality, diversity, and inclusion.

The traditional NHS recruitment process—structured and often daunting—has been carefully modified. Job advertisements now emphasize attitudinal traits rather than long lists of credentials. Application processes have been reimagined to accommodate 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 present unique challenges for care leavers who may be handling self-sufficiency without the backup of family resources. Concerns like commuting fees, proper ID, and financial services—considered standard by many—can become significant barriers.

The brilliance of the Programme lies in its attention to detail—from explaining payslip deductions to providing transportation assistance until that crucial first salary payment. Even ostensibly trivial elements like break times and professional behavior are thoughtfully covered.

For James, whose NHS journey has "changed" his life, the Programme provided more than employment. It gave him a perception of inclusion—that ineffable quality that grows when someone feels valued not despite their background but because their unique life experiences enriches the workplace.

"Working for the NHS isn't just about doctors and nurses," James comments, his eyes reflecting the subtle satisfaction of someone who has found his place. "It's about a community of different jobs and roles, a group of people who really connect."

The NHS Universal Family Programme embodies more than an work program. It exists as a bold declaration that institutions can adapt to embrace those who have known different challenges. 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 involvement silently testifies that with the right support, care leavers can flourish in environments once thought inaccessible. The embrace that the NHS has extended through this Programme symbolizes not charity but recognition of hidden abilities and the fundamental reality that everyone deserves a support system that supports their growth.