Within the bustling halls of an NHS hospital in Birmingham, a young man named James Stokes carries himself with the measured poise of someone who has found his place. His smart shoes move with deliberate precision as he greets colleagues—some by name, others with the familiar currency of a "good morning."

James carries his identification not merely as an employee badge but as a testament of acceptance. It sits against a pressed shirt that offers no clue of the difficult path that preceded his arrival.

What sets apart James from many of his colleagues is not immediately apparent. His presence reveals nothing of the fact that he was among the first recruits of the NHS Universal Family Programme—an initiative created purposefully for young people who have experienced life in local authority care.

"It felt like the NHS was putting its arm around me," James reflects, his voice measured but carrying undertones of feeling. His observation captures the core of a programme that aims to revolutionize how the massive healthcare system views 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 commonly experience higher rates of mental health issues, money troubles, accommodation difficulties, and diminished educational achievements compared to their peers. Behind these impersonal figures are human stories of young people who have navigated a system that, despite best intentions, often falls short in offering 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, embodies a profound shift in institutional thinking. At its core, it recognizes that the whole state and civil society should function as a "universal family" for those who haven't known the security of a conventional home.

Ten pathfinder integrated care boards across England have blazed the trail, creating structures that rethink how the NHS—one of Europe's largest employers—can open its doors to care leavers.

The Programme is detailed in its approach, beginning with detailed evaluations of existing policies, establishing management frameworks, and garnering leadership support. 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 help and direction on mental health, HR matters, recruitment, and EDI initiatives.

The standard NHS recruitment process—structured and potentially intimidating—has been intentionally adjusted. Job advertisements now emphasize attitudinal traits rather than numerous requirements. Application processes have been reconsidered to address the particular difficulties care leavers might encounter—from missing employment history to facing barriers to internet access.

Possibly most crucially, the Programme recognizes that starting a job can present unique challenges for care leavers who may be navigating autonomy without the backup of familial aid. Issues like travel expenses, identification documents, and bank accounts—considered standard by many—can become significant barriers.

The elegance of the Programme lies in its thorough planning—from clarifying salary details to providing transportation assistance until that essential first payday. Even ostensibly trivial elements like coffee breaks and workplace conduct are deliberately addressed.

For James, whose professional path has "transformed" his life, the Programme provided more than employment. It gave him a perception of inclusion—that ineffable quality that emerges when someone feels valued not despite their past but because their distinct perspective enriches the organization.

"Working for the NHS isn't just about doctors and nurses," James comments, his gaze showing the modest fulfillment 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 represents more than an job scheme. It stands as a strong assertion that systems can change to embrace those who have experienced life differently. In doing so, they not only transform individual lives but enhance their operations through the unique perspectives that care leavers contribute.

As James navigates his workplace, his involvement silently testifies that with the right support, care leavers can thrive in environments once deemed unattainable. The support that the NHS has offered through this Programme represents not charity but acknowledgment of overlooked talent and the essential fact that each individual warrants a support system that believes in them.