Want to Create Jobs and Drive Economic Growth? Invest In Nursing and Global Health Workforce.

The High-Level Commission on Health Employment and Economic Growth was created by the United Nations to tackle the projected global shortfall of health care workers. The Commission developed recommendations addressing job creation, gender and women's rights, education, training and skills, health service delivery and organization, technology, and crises and humanitarian settings. The Commission report is an opportunity for nurse leaders, key stakeholders, and advocates in our nation to continue to champion heath workforce issues. The timing is right as we anticipate a new presidential administration and state, federal, and local leadership in 2017.

Human Resources for Health Challenges in Nigeria and Nurse Migration.

The emigration of sub-Saharan African health professionals to developed Western nations is an aspect of increasing global mobility. This article focuses on the human resources for health challenges in Nigeria and the emigration of nurses from Nigeria as the country faces mounting human resources for health challenges. Human resources for health issues in Nigeria contribute to poor population health in the country, alongside threats from terrorism, infectious disease outbreaks, and political corruption. Health inequities within Nigeria mirror the geographical disparities in human resources for health distribution and are worsened by the emigration of Nigerian nurses to developed countries such as the United States and the United Kingdom. Nigerian nurses are motivated to emigrate to work in healthier work environments, improve their economic prospects, and advance their careers. Like other migrant African nurses, they experience barriers to integration, including racism and discrimination, in receiving countries. We explore the factors and processes that shape this migration. Given the forces of globalization, source countries and destination countries must implement policies to more responsibly manage migration of nurses. This can be done by implementing measures to retain nurses, promote the return migration of expatriate nurses, and ensure the integration of migrant nurses upon arrival in destination countries.

Recognition of foreign nurses degree in Germany ­ procedure, quantity, distribution and decision of applications / Anerkennung ausländischer Pflegeabschlüsse in Deutschland - Verfahren, Anzahl, Verteilung und Entscheidung der Anträge

Background: Qualified foreign nurses are entering the German nursing-care system. Aim: How has the migration of nurses been developing in recent years? Method: Evaluation of official statistics on recognition of qualifications. Results: There is a growing demand for recognition of nursing qualifications acquired abroad; this demand is concentrated on densely populated regions. Conclusions: Migration of care workers is increasing and needs to be analysed by nursing sciences.

How many IQNs will New Zealand need?.

Around 26 per cent of the nursing workforce are internationally qualified nurses. As the population increases and ages, and nurses retire, that proportion will probably be needed for quite some time.

Building 'super-diversity'.

Building a health workforce that reflects the cultures it serves is key to improving health outcomes for diverse populations.

The (mis)management of migrant nurses in the UK: a sociological study.

AIM: To examine Nepali migrant nurses' professional life in the UK. BACKGROUND: In the late 1990 s the UK experienced an acute nursing shortage. Within a decade over 1000 Nepali nurses migrated to the UK. METHOD: A multi-sited ethnographic approach was chosen for this study. Between 2006 and 2009, 21 in-depth interviews with Nepali nurses were conducted in the UK using snowballing sampling. RESULT: Nepali migrant nurses are highly qualified and experienced in specialised areas such as critical care, management and education. However, these nurses end up working in the long-term care sector, providing personal care for elderly people - an area commonly described by migrant nurses as British Bottom Care (BBC). This means that migrant nurses lack career choices and professional development opportunities, causing them frustration and lack of job satisfaction. CONCLUSION: International nurse migration is an inevitable part of globalisation in health. Nurse managers and policy makers need to explore ways to make better use of the talents of the migrant workforce. IMPLICATIONS FOR NURSING MANAGEMENT: We offer a management strategy to bring policies for the migrant workforce into line with the wider workforce plans by supporting nurses in finding jobs relevant to their expertise and providing career pathways.

Organizational support in the recruitment and transition of overseas-qualified nurses: lessons learnt from a study tour.

The migration of nurses has been a global phenomenon, and the integration of overseas-qualified nurses within host countries has led to debate worldwide. Evidence suggests that support provided by organizations can vary and that there is minimal information on the nature and extent of organizational support required to enhance a smooth transition of overseas-qualified nurses into nursing practice. This explorative study tour examined the organizational support provided to enhance overseas-qualified nurses' transition into the nursing workforce in two countries. The various support mechanisms provided to overseas-qualified nurses in different organizations include transition, acculturation, mentoring programs, and initial settlement assistance. The successful transition of overseas-qualified nurses into a host country is a complex issue. A robust support system for these nurses should be based on ethical considerations and a team approach that is linked to strong leadership. In addition, education and support for existing staff is essential for a successful transition of overseas-qualified nurses into practice. Lessons learnt from this study tour might also be relevant to the transition of other overseas-qualified health professionals, such as doctors and allied health professionals, in host countries.

Foreign nurse recruitment: global risk.

Recruitment of nurses by industrialized nations from developing countries has been common practice for decades. Globalization, a crucial trend of the 21st century, raises the world's awareness of the economic and social disparities between nations. The direct impact on nurse emigration emphasizes the ethical, economic, and social inequalities between source and destination countries. It is often more cost-effective for industrialized countries to recruit from developing countries; however, the depletion of source country resources has created a global healthcare crisis. Destination countries are being challenged on the ethical implications of aggressive recruitment and their lack of developing a sustainable self-sufficient domestic workforce. Similarly, source countries are confronting the same challenges as they struggle to fund and educate adequate numbers of nurses for domestic needs and emigrant replacement. This article will review the ethical, economic, and social impacts of continued unrestricted international recruitment of nurses and present a proposal for development of an international treaty addressing global sustainability.

Foreign-trained nurses' experiences and socioprofessional integration best practices: an integrative literature review.

This article examines the evidence available on obstacles and facilitating factors for the socioprofessional integration of internationally educated nurses (IENs) and tries to generate best practices concerning their workforce integration. In the nursing shortage context, more and more attention is given to IEN recruitment. Still, IENs' integration experiences into their new environment are strenuous. Differences in nursing practice and in cultural values, communicational barriers, discrimination, and competency recognition delays complicate this transition. Yet few guidelines are found concerning the best practices to implement to ease this process. This literature review suggests the necessity for a collaborative approach of IEN integration.