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(Image: [[https://www.england.nhs.uk/wp-content/uploads/2024/05/universal-family-programme-peer-support-2048x2006.png|https://www.england.nhs.uk/wp-content/uploads/2024/05/universal-family-programme-peer-support-2048x2006.png]])
Within the bustling halls of an NHS hospital in Birmingham, 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 greets colleagues—some by name, others with the universal currency of a "how are you."
[[//www.youtube.com/embed/BfEUu1ILhRQ|external site]]

James wears his NHS lanyard not merely as an employee badge but as a testament of inclusion. It sits against a pressed shirt that gives no indication of the tumultuous journey that brought him here.
(Image: [[https://www.england.nhs.uk/wp-content/themes/nhsengland/static/img/nhs-uk-logo.svg|https://www.england.nhs.uk/wp-content/themes/nhsengland/static/img/nhs-uk-logo.svg]])

What distinguishes James from many of his colleagues is not visible on the surface. His demeanor gives away nothing of the fact that he was among the first recruits of the [[https://hnycareershub.co.uk/employer-resources/|NHS Universal Family Programme]]—an initiative crafted intentionally for young people who have been through the care system.


"It felt like the NHS was putting its arm around me," James explains, his voice controlled but tinged with emotion. His statement captures the heart of a programme that aims to revolutionize how the massive healthcare system views 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 commonly experience higher rates of mental health issues, money troubles, shelter insecurities, and reduced scholarly attainment compared to their age-mates. Underlying these cold statistics are human stories of young people who have navigated a system that, despite genuine attempts, often falls short in delivering the stable base that molds most young lives.


The [[https://www.england.nhs.uk/long-read/nhs-universal-family-programme-quick-guide/|NHS Universal Family Programme]], launched in January 2023 following NHS England's pledge to the Care Leaver Covenant, signifies a substantial transformation in systemic approach. At its core, it recognizes that the entire state and civil society should function as a "collective parent" for those who have missed out on the stability of a conventional home.


Ten pioneering healthcare collectives across England have led the way, establishing systems that rethink how the NHS—one of Europe's largest employers—can open its doors to care leavers.


The Programme is thorough in its methodology, initiating with detailed evaluations of existing practices, creating management frameworks, and garnering senior buy-in. It recognizes that meaningful participation requires more than noble aims—it demands concrete steps.


In NHS Birmingham and Solihull ICB, where James found his footing, they've developed a consistent support system with representatives who can offer help and direction on wellbeing, HR matters, recruitment, and equality, diversity, and inclusion.


The standard NHS recruitment process—formal and often daunting—has been carefully modified. Job advertisements now focus on attitudinal traits rather than long lists of credentials. Application procedures have been reconsidered to accommodate the specific obstacles care leavers might face—from not having work-related contacts to facing barriers to internet access.


Maybe most importantly, the Programme acknowledges that starting a job can pose particular problems for care leavers who may be managing independent living without the support of familial aid. Issues like commuting fees, personal documentation, and financial services—considered standard by many—can become substantial hurdles.


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 apparently small matters like break times and office etiquette are carefully explained.


For James, whose career trajectory has "revolutionized" his life, the Programme provided more than a job. It gave him a perception of inclusion—that elusive quality that grows when someone senses worth not despite their history but because their distinct perspective enriches the workplace.


"Working for the NHS isn't just about doctors and nurses," James observes, his gaze showing the modest fulfillment of someone who has discovered belonging. "It's about a family of different jobs and roles, a team of people who really connect."


The NHS Universal Family Programme embodies more than an employment initiative. It exists as a powerful statement that systems can adapt to welcome those who have navigated different paths. In doing so, they not only transform individual lives but enhance their operations through the special insights 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 arm that the NHS has extended through this Programme signifies not charity but acknowledgment of hidden abilities and the profound truth that each individual warrants a support system that believes in them.
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