In the sterile corridors of Birmingham Women's and Children's NHS Foundation Trust, a young man named James Stokes navigates his daily responsibilities with subtle confidence. His polished footwear barely make a sound as he exchanges pleasantries with colleagues—some by name, others with the universal currency of a "hello there."

James displays his credentials not merely as institutional identification but as a symbol of inclusion. It rests against a neatly presented outfit that betrays nothing of the challenging road that preceded his arrival.

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

"It felt like the NHS was putting its arm around me," James reflects, his voice measured but revealing subtle passion. His observation encapsulates the heart of a programme that aims to revolutionize how the vast healthcare system approaches care leavers—those often overlooked young people aged 16-25 who have emerged from the care system.

The statistics tell a troubling story. Care leavers commonly experience poorer mental health outcomes, economic uncertainty, accommodation difficulties, and reduced scholarly attainment compared to their peers. Behind these cold statistics are individual journeys of young people who have navigated a system that, despite good efforts, regularly misses the mark in offering the nurturing environment that shapes most young lives.

The NHS Universal Family Programme, established in January 2023 following NHS England's commitment to the Care Leaver Covenant, represents a significant change in institutional thinking. At its heart, it acknowledges that the entire state and civil society should function as a "communal support system" for those who haven't experienced the security of a traditional family setting.

Ten pioneering healthcare collectives across England have led the way, establishing structures that rethink how the NHS—one of Europe's largest employers—can extend opportunities to care leavers.

The Programme is thorough in its approach, initiating with detailed evaluations of existing procedures, creating governance structures, and obtaining senior buy-in. It understands that effective inclusion requires more than good intentions—it demands concrete steps.

In NHS Birmingham and Solihull ICB, where James began his journey, they've created a regular internal communication network with representatives who can provide support, advice, and guidance on wellbeing, HR matters, recruitment, and EDI initiatives.

The standard NHS recruitment process—structured and potentially intimidating—has been thoughtfully adapted. Job advertisements now highlight character attributes rather than numerous requirements. Application procedures have been reconsidered to address the specific obstacles care leavers might encounter—from missing employment history to facing barriers to internet access.

Maybe most importantly, the Programme understands that starting a job can pose particular problems for care leavers who may be handling self-sufficiency without the safety net of parental assistance. Concerns like travel expenses, personal documentation, and bank accounts—considered standard by many—can become substantial hurdles.

The beauty of the Programme lies in its attention to detail—from outlining compensation information to helping with commuting costs until that crucial first wage disbursement. Even ostensibly trivial elements like coffee breaks and workplace conduct are carefully explained.

For James, whose career trajectory has "revolutionized" his life, the Programme provided more than employment. It gave him a sense of belonging—that intangible quality that develops when someone is appreciated not despite their history but because their unique life experiences enhances the institution.

"Working for the NHS isn't just about doctors and nurses," James observes, his gaze showing the quiet pride of someone who has secured his position. "It's about a community of different jobs and roles, a team of people who really connect."

The NHS Universal Family Programme exemplifies more than an work program. It functions as a strong assertion that organizations can evolve to welcome 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 provide.

As James navigates his workplace, his presence quietly demonstrates that with the right support, care leavers can flourish in environments once thought inaccessible. The arm that the NHS has provided through this Programme symbolizes not charity but appreciation of hidden abilities and the profound truth that all people merit a support system that believes in them.