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 barely make a sound as he exchanges pleasantries with colleagues—some by name, others with the comfortable currency of a "hello there."

James displays his credentials not merely as institutional identification but as a symbol of inclusion. It sits against a well-maintained uniform that gives no indication of the challenging road that brought him here.

What sets apart James from many of his colleagues is not obvious to the casual observer. His demeanor discloses 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 been through the care system.

"I found genuine support within the NHS structure," James reflects, his voice steady but tinged with emotion. His observation captures the core of a programme that seeks to reinvent how the enormous healthcare system approaches care leavers—those vulnerable young people aged 16-25 who have emerged from the care system.

The numbers paint a stark picture. Care leavers often face higher rates of mental health issues, financial instability, accommodation difficulties, and diminished educational achievements compared to their contemporaries. Underlying these clinical numbers are human stories of young people who have traversed a system that, despite genuine attempts, regularly misses the mark in providing the stable base that shapes most young lives.

The NHS Universal Family Programme, launched in January 2023 following NHS England's commitment to the Care Leaver Covenant, represents a significant change in organizational perspective. At its core, it acknowledges that the whole state and civil society should function as a "universal family" for those who haven't known the constancy of a conventional home.

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 thorough in its approach, starting from thorough assessments of existing practices, forming oversight mechanisms, and securing executive backing. It acknowledges that successful integration requires more than lofty goals—it demands concrete steps.

In NHS Birmingham and Solihull ICB, where James started his career, they've established a consistent support system with representatives who can provide support, advice, and guidance on mental health, HR matters, recruitment, and inclusivity efforts.

The conventional NHS recruitment process—rigid and potentially intimidating—has been thoughtfully adapted. Job advertisements now highlight attitudinal traits rather than extensive qualifications. Applications have been redesigned to address the particular difficulties care leavers might experience—from lacking professional references to having limited internet access.

Maybe most importantly, the Programme recognizes that beginning employment can pose particular problems for care leavers who may be navigating autonomy without the safety net of parental assistance. Matters like transportation costs, identification documents, and financial services—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 apparently small matters like rest periods and workplace conduct are thoughtfully covered.

For James, whose NHS journey has "revolutionized" his life, the Programme offered more than employment. It provided him a feeling of connection—that ineffable quality that grows when someone feels valued not despite their history but because their unique life experiences enhances the workplace.

"Working for the NHS isn't just about doctors and nurses," James comments, his gaze showing the subtle satisfaction of someone who has secured his position. "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 evolve to welcome those who have navigated different paths. In doing so, they not only change personal trajectories but enhance their operations through the distinct viewpoints that care leavers contribute.

As James walks the corridors, his presence silently testifies that with the right support, care leavers can succeed in environments once deemed unattainable. The embrace that the NHS has offered through this Programme represents not charity but recognition of overlooked talent and the fundamental reality that all people merit a family that believes in them.