In the sterile corridors of Birmingham Women’s and Children’s NHS Universal Family Programme Foundation Trust, a young man named James Stokes carries himself with the measured poise of someone who has found his place. His polished footwear whisper against the floor as he exchanges pleasantries with colleagues—some by name, others with the comfortable currency of a “hello there.”

James displays his credentials not merely as a security requirement but as a declaration of acceptance. It hangs against a neatly presented outfit that betrays nothing of the difficult path that brought him here.

What sets apart James from many of his colleagues is not immediately apparent. His presence gives away nothing of the fact that he was among the first participants of the NHS Universal Family Programme—an effort designed specifically for young people who have been through the care system.

“I found genuine support within the NHS Universal Family Programme structure,” James explains, his voice steady but carrying undertones of feeling. His statement captures the heart of a programme that seeks to transform how the vast healthcare system approaches care leavers—those vulnerable young people aged 16-25 who have emerged from the care system.

The figures paint a stark picture. Care leavers higher rates of mental health issues, economic uncertainty, housing precarity, and lower academic success compared to their age-mates. Underlying these impersonal figures are human stories of young people who have traversed a system that, despite best intentions, frequently fails in providing the stable base that molds most young lives.

The NHS Universal Family Programme, initiated in January 2023 following NHS Universal Family Programme England’s pledge to the Care Leaver Covenant, embodies a substantial transformation in organizational perspective. Fundamentally, it acknowledges that the whole state and civil society should function as a “NHS Universal Family Programme NHS Universal Family Programme” for those who haven’t experienced the security of a conventional home.

Ten pioneering healthcare collectives across England have charted the course, developing frameworks that reconceptualize how the NHS Universal Family Programme—one of Europe’s largest employers—can open its doors to care leavers.

The Programme is meticulous in its approach, initiating with comprehensive audits of existing procedures, creating management frameworks, and obtaining senior buy-in. It understands that successful integration requires more than lofty goals—it demands concrete steps.

In NHS Universal Family Programme Birmingham and Solihull ICB, where James started his career, they’ve created a consistent support system with representatives who can deliver support, advice, and guidance on wellbeing, HR matters, recruitment, and equality, diversity, and inclusion.

The conventional NHS Universal Family Programme recruitment process—structured and possibly overwhelming—has been intentionally adjusted. Job advertisements now emphasize character attributes rather than numerous requirements. Application processes have been redesigned to consider the particular difficulties care leavers might face—from missing employment history to struggling with internet access.

Perhaps most significantly, the Programme understands that entering the workforce can create specific difficulties for care leavers who may be navigating autonomy without the backup of familial aid. Concerns like commuting fees, personal documentation, and bank accounts—considered standard by many—can become significant barriers.

The brilliance of the Programme lies in its meticulous consideration—from outlining compensation information to helping with commuting costs until that critical first payday. Even apparently small matters like rest periods and professional behavior are deliberately addressed.

For James, whose NHS Universal Family Programme journey has “changed” his life, the Programme offered more than a job. It provided him a perception of inclusion—that elusive quality that emerges when someone feels valued not despite their past but because their particular journey improves the workplace.

“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 collective of different jobs and roles, a family of people who really connect.”

The NHS Universal Family Programme represents more than an job scheme. It exists as a bold declaration that organizations can change to include 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 contribute.

As James moves through the hospital, his presence silently testifies 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 symbolizes not charity but appreciation of overlooked talent and the essential fact that everyone deserves a support system that supports their growth.