In the sterile corridors of Birmingham Women's and Children's NHS Foundation Trust, a young man named James Stokes moves with quiet purpose. His smart shoes barely make a sound as he greets colleagues—some by name, others with the familiar currency of a "hello there."

James displays his credentials not merely as an employee badge but as a symbol of inclusion. It rests against a well-maintained uniform that gives no indication of the tumultuous journey that led him to this place.

What distinguishes James from many of his colleagues is not visible on the surface. His presence gives away nothing of the fact that he was among the first participants of the NHS Universal Family Programme—an effort created purposefully for young people who have spent time in care.

"The Programme embraced me when I needed it most," James says, his voice steady but carrying undertones of feeling. His remark encapsulates the essence of a programme that seeks to transform how the vast healthcare system approaches care leavers—those often overlooked young people aged 16-25 who have transitioned from the care system.

The statistics reveal a challenging reality. Care leavers often face higher rates of mental health issues, economic uncertainty, housing precarity, and lower academic success compared to their age-mates. Behind these impersonal figures are human stories of young people who have traversed a system that, despite genuine attempts, frequently fails in providing the stable base that molds most young lives.

The NHS Universal Family Programme, launched in January 2023 following NHS England's promise to the Care Leaver Covenant, embodies a profound shift in systemic approach. At its core, it recognizes that the complete state and civil society should function as a "universal family" for those who haven't experienced the security of a traditional family setting.

A select group of healthcare regions across England have charted the course, developing frameworks that reimagine how the NHS—one of Europe's largest employers—can extend opportunities to care leavers.

The Programme is meticulous in its methodology, initiating with detailed evaluations of existing practices, forming management frameworks, and garnering leadership support. It recognizes that effective inclusion requires more than lofty goals—it demands practical measures.

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

The conventional NHS recruitment process—rigid and possibly overwhelming—has been intentionally adjusted. Job advertisements now emphasize personal qualities rather than long lists of credentials. Application processes have been reimagined to address the specific obstacles care leavers might face—from missing employment history to facing barriers to internet access.

Maybe most importantly, the Programme understands that entering the workforce can create specific difficulties for care leavers who may be navigating autonomy without the support of family resources. Concerns like commuting fees, identification documents, and banking arrangements—assumed basic by many—can become major obstacles.

The elegance of the Programme lies in its meticulous consideration—from outlining compensation information to providing transportation assistance until that critical first salary payment. Even ostensibly trivial elements like rest periods and workplace conduct are deliberately addressed.

For James, whose NHS journey has "transformed" his life, the Programme provided more than a job. It provided him a perception of inclusion—that ineffable quality that emerges when someone senses worth not despite their background but because their distinct perspective improves the organization.

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

The NHS Universal Family Programme embodies more than an employment initiative. It exists as a powerful statement that institutions can adapt to embrace those who have navigated different paths. In doing so, they not only change personal trajectories but enrich themselves through the unique perspectives that care leavers provide.

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 extended through this Programme represents not charity but appreciation of hidden abilities and the fundamental reality that each individual warrants a community that supports their growth.