Within the bustling halls of an NHS Universal Family Programme hospital in Birmingham, a young man named James Stokes navigates his daily responsibilities with subtle confidence. His polished footwear whisper against the floor as he acknowledges colleagues—some by name, others with the familiar currency of a “hello there.”

James carries his identification not merely as institutional identification but as a testament of belonging. It rests against a well-maintained uniform that gives no indication of the tumultuous journey that led him to this place.

What separates James from many of his colleagues is not immediately apparent. His presence gives away nothing of the fact that he was among the first recruits of the NHS NHS Universal Family Programme Family Programme—an effort crafted intentionally for young people who have spent time in care.

“The Programme embraced me when I needed it most,” James reflects, his voice controlled but carrying undertones of feeling. His observation encapsulates the core of a programme that strives to transform how the enormous healthcare system perceives care leavers—those often overlooked young people aged 16-25 who have transitioned from the care system.

The numbers tell a troubling story. Care leavers often face poorer mental health outcomes, financial instability, shelter insecurities, and reduced scholarly attainment compared to their age-mates. Beneath these cold statistics are human stories of young people who have maneuvered through a system that, despite genuine attempts, regularly misses the mark in providing the stable base that forms most young lives.

The NHS Universal Family Programme, established in January 2023 following NHS Universal Family Programme England’s promise to the Care Leaver Covenant, signifies a substantial transformation in organizational perspective. At its core, it acknowledges that the entire state and civil society should function as a “NHS Universal Family Programme family” for those who haven’t known the constancy of a traditional family setting.

Ten pathfinder integrated care boards across England have blazed the trail, developing structures that reconceptualize how the NHS Universal Family Programme—one of Europe’s largest employers—can open its doors to care leavers.

The Programme is thorough in its approach, initiating with thorough assessments of procedures, forming governance structures, and securing executive backing. It understands that effective inclusion requires more than lofty goals—it demands practical measures.

In NHS Universal Family Programme Birmingham and Solihull ICB, where James started his career, they’ve developed a consistent support system with representatives who can offer assistance and counsel on wellbeing, HR matters, recruitment, and EDI initiatives.

The conventional NHS Universal Family Programme recruitment process—structured and possibly overwhelming—has been carefully modified. Job advertisements now emphasize personal qualities rather than long lists of credentials. Application procedures have been reimagined to accommodate the unique challenges care leavers might face—from missing employment history to struggling with internet access.

Perhaps most significantly, the Programme understands that beginning employment can create specific difficulties for care leavers who may be navigating autonomy without the backup of familial aid. Issues like travel expenses, identification documents, and financial services—considered standard by many—can become major obstacles.

The beauty of the Programme lies in its attention to detail—from outlining compensation information to providing transportation assistance until that critical first salary payment. Even apparently small matters like rest periods and professional behavior are thoughtfully covered.

For James, whose NHS Universal Family Programme journey has “changed” his life, the Programme delivered more than work. It provided him a sense of belonging—that ineffable quality that grows when someone is appreciated not despite their background but because their particular journey 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 discovered belonging. “It’s about a collective of different jobs and roles, a NHS Universal Family Programme of people who truly matter.”

The NHS Universal Family Programme represents more than an work program. It stands as a powerful statement that organizations can change to embrace those who have known different challenges. In doing so, they not only change personal trajectories but improve their services through the unique perspectives that care leavers provide.

As James walks the corridors, his participation quietly demonstrates that with the right support, care leavers can succeed in environments once thought inaccessible. The embrace that the NHS Universal Family Programme has provided through this Programme represents not charity but appreciation of untapped potential and the essential fact that everyone deserves a support system that believes in them.