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 polished footwear barely make a sound as he exchanges pleasantries with colleagues—some by name, others with the universal currency of a "how are you."

James displays his credentials not merely as institutional identification but as a testament of belonging. It hangs against a well-maintained uniform that gives no indication of the challenging road that led him to this place.

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

"It felt like the NHS was putting its arm around me," James explains, his voice controlled but carrying undertones of feeling. His statement captures the heart of a programme that seeks to revolutionize how the massive healthcare system views care leavers—those vulnerable young people aged 16-25 who have emerged from the care system.

The numbers reveal a challenging reality. Care leavers frequently encounter greater psychological challenges, money troubles, accommodation difficulties, and diminished educational achievements compared to their peers. Beneath these impersonal figures are human stories of young people who have maneuvered through a system that, despite genuine attempts, frequently fails in offering the supportive foundation that shapes most young lives.

The NHS Universal Family Programme, established in January 2023 following NHS England's commitment to the Care Leaver Covenant, signifies a significant change in institutional thinking. At its core, it accepts that the complete state and civil society should function as a "collective parent" for those who haven't known the stability of a traditional family setting.

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

The Programme is meticulous in its approach, initiating with thorough assessments of existing policies, establishing governance structures, and obtaining executive backing. It understands that effective inclusion requires more than lofty goals—it demands tangible actions.

In NHS Birmingham and Solihull ICB, where James started his career, they've established a regular internal communication network with representatives who can offer assistance and counsel on personal welfare, HR matters, recruitment, and equality, diversity, and inclusion.

The standard NHS recruitment process—structured and possibly overwhelming—has been thoughtfully adapted. Job advertisements now emphasize personal qualities rather than long lists of credentials. Application procedures have been redesigned to address the particular difficulties care leavers might encounter—from not having work-related contacts to struggling with internet access.

Possibly most crucially, the Programme recognizes that beginning employment can present unique challenges for care leavers who may be managing independent living without the support of parental assistance. Issues like transportation costs, identification documents, and banking arrangements—taken for granted by many—can become significant barriers.

The brilliance of the Programme lies in its meticulous consideration—from explaining payslip deductions to helping with commuting costs until that crucial first wage disbursement. Even ostensibly trivial elements like coffee breaks and office etiquette are deliberately addressed.

For James, whose career trajectory has "changed" his life, the Programme delivered more than employment. It gave him a perception of inclusion—that elusive quality that grows when someone senses worth 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 notes, his eyes reflecting the modest fulfillment of someone who has secured his position. "It's about a family of different jobs and roles, a team of people who really connect."

The NHS Universal Family Programme represents more than an employment initiative. It stands as a powerful statement that institutions can evolve to embrace those who have navigated different paths. In doing so, they not only alter individual futures but improve their services through the unique perspectives that care leavers contribute.

As James moves through the hospital, his presence quietly demonstrates that with the right support, care leavers can flourish in environments once deemed unattainable. The support that the NHS has offered through this Programme represents not charity but appreciation of overlooked talent and the fundamental reality that everyone deserves a family that supports their growth.