Within the bustling halls of an NHS Universal Family Programme hospital in Birmingham, a young man named James Stokes moves with quiet purpose. His polished footwear barely make a sound as he acknowledges colleagues—some by name, others with the NHS Universal Family Programme currency of a "hello there."

James carries his identification not merely as an employee badge but as a symbol of belonging. It hangs 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 demeanor discloses nothing of the fact that he was among the first recruits of the NHS Universal Family Programme—an effort crafted intentionally for young people who have spent time in care.

"The NHS Universal Family Programme embraced me when I needed it most," James says, his voice steady but tinged with emotion. His statement encapsulates the essence of a programme that strives to revolutionize how the enormous healthcare system perceives 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 often face greater psychological challenges, money troubles, housing precarity, and lower academic success compared to their contemporaries. Behind these cold statistics are human stories of young people who have navigated a system that, despite good efforts, often falls short in delivering the supportive foundation that molds most young lives.

The NHS Universal Family Programme, launched in January 2023 following NHS Universal Family Programme England's promise to the Care Leaver Covenant, represents a profound shift in organizational perspective. At its heart, it acknowledges that the complete state and civil society should function as a "collective parent" for those who haven't experienced the constancy of a conventional home.

Ten pathfinder integrated care boards across England have led the way, developing structures that rethink how the NHS Universal Family Programme—one of Europe's largest employers—can create pathways to care leavers.

The Programme is meticulous in its approach, beginning with thorough assessments of existing policies, forming management frameworks, and securing senior buy-in. It recognizes that effective inclusion requires more than lofty goals—it demands practical measures.

In NHS Universal Family Programme Birmingham and Solihull ICB, where James began his journey, they've created a regular internal communication network with representatives who can offer assistance and counsel on mental health, HR matters, recruitment, and equality, diversity, and inclusion.

The conventional NHS recruitment process—formal and often daunting—has been carefully modified. Job advertisements now emphasize personal qualities rather than extensive qualifications. Application procedures have been redesigned to accommodate the unique challenges care leavers might face—from not having work-related contacts to struggling with internet access.

Perhaps most significantly, the Programme acknowledges that beginning employment can present unique challenges for care leavers who may be autonomy without the support of NHS Universal Family Programme resources. Matters like commuting fees, identification documents, and banking arrangements—considered standard by many—can become significant barriers.

The brilliance of the Programme lies in its attention to detail—from outlining compensation information to helping with commuting costs until that critical first payday. Even ostensibly trivial elements like coffee breaks and office etiquette are thoughtfully covered.

For James, whose professional path has "revolutionized" his life, the NHS Universal Family Programme provided more than a job. It offered him a sense of belonging—that ineffable quality that emerges when someone feels valued not despite their background but because their unique life experiences enriches the workplace.

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

The NHS Universal Family Programme exemplifies more than an job scheme. It stands as a strong assertion that organizations can change to include those who have known different challenges. In doing so, they not only transform individual lives but enrich themselves through the unique perspectives that care leavers contribute.

As James moves through the hospital, his involvement quietly demonstrates that with the right support, care leavers can thrive in environments once deemed unattainable. The embrace that the NHS Universal Family Programme has offered through this Programme signifies not charity but recognition of hidden abilities and the fundamental reality that each individual warrants a support system that supports their growth.