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• W2417994077 abstract "International Nursing ReviewVolume 52, Issue 4 p. 241-242 Free Access Guest Editorial First published: 19 October 2005 https://doi.org/10.1111/j.1466-7657.2005.00468.xAboutSectionsPDF ToolsRequest permissionExport citationAdd to favoritesTrack citation ShareShare Give accessShare full text accessShare full-text accessPlease review our Terms and Conditions of Use and check box below to share full-text version of article.I have read and accept the Wiley Online Library Terms and Conditions of UseShareable LinkUse the link below to share a full-text version of this article with your friends and colleagues. Learn more.Copy URL Share a linkShare onFacebookTwitterLinked InRedditWechat Roswyn Hakesley-Brown, Mphil, BA, RN, RM, DN (Lond), Cert Ed (B’ham) The global nursing workforce: liberating the skills of refugee nurses Like many countries in the world, the United Kingdom (UK) does not have enough nurses and midwives. This severe shortage and the subsequent reliance on internationally recruited nurses (IRNs) is well documented (Findlayson et al. 2002; Royal College of Nursing 2002a, 2004). The Royal College of Nursing (2002b) also noted that whilst ‘the international mobility of nurses is nothing new . . . the increasing large-scale, targeted, international recruitment by the developed countries to address domestic shortages’ is a more recent development. For example, Filipino nurses represented just under one-third of all overseas registrations with the Nursing and Midwifery Council (NMC) in 2000–2001 and was the largest single overseas group to register in the UK. Poaching nurses from developing countries has a highly detrimental impact on patient populations as well as being ethically dubious. This is particularly acute for those countries affected by health resource intensive pandemics, for example HIV/AIDS, as well as the devastation caused by natural disasters such as the tsunami in the southern Asian countries in late 2004. This emerging global crisis and worldwide shortage of nurses is everyone's business. We ignore it at our peril. Reliance on international recruitment in the UK can only be a short-term solution and is potentially flawed for a number of reasons: • The nursing shortage is global. The developed countries (e.g. the USA, Australia and the UK) are all fishing in the same pond. • Research (Buchan & May 1999) shows that over half (56%) of international registrants in the UK in 1995 did not re-register in 1998. This implies that IRNs are a transient labour force. They move on from the UK, usually to North America. • Some countries can ill afford to have their nurses poached by the more affluent countries. Ethical recruitment is a real issue here. Despite these rather daunting aspects of professional migration, there are some important opportunities and challenges in relation to securing appropriate staffing levels for the delivery of quality, culturally sensitive nursing care in the UK. These include focusing our attention around an otherwise neglected source of international recruitment by utilizing the skills of overseas nurses who have been forced into involuntary migration as refugees. These nurses are already in the UK and represent ‘a significant but largely untapped pool of talent’ (Hakesley-Brown 2004a). A refugee is a person who, because of well-founded fears of persecution, for reasons of race, religion, nationality, membership of a particular social group or political opinion, has fled from their homeland (United Nations High Commission on Refugees 1968). Their flight has usually been undertaken at great personal cost, with enormous professional and economic consequences. Although we are not sure of the exact number of refugee nurses and midwives in the UK (an educated guess suggests that there could be several thousand), there is evidence (Bird & Eversley 2003) to suggest that they have a wide range of qualifications and experience. These include clinical backgrounds in paediatrics/women's health, elderly care/mental health and public health/community care. In 2003, a Task Force was launched to explore ways in which to facilitate the assimilation of refugee nurses into the UK work force (Hakesley-Brown 2004b). The task was to identify practical solutions to the problems that refugee nurses face in accessing such things as: • accurate information and advice; • appropriate language/communication skills training; • orientation/adaptation/supervised practice/professional regulation; and • jobs and career progression. A great deal of progress has already been made with a number of these issues and the Task Force strategy (Hakesley-Brown 2004a) was launched by the Health Minister, John Hutton in July 2004. The strategy focuses on the following areas: • The establishment of a feasibility study to identify skills at an early stage of the asylum seeking process. • The setting up of assessment gateways where advice and direction can be given at regional centres with a particular emphasis on Higher Education Institutions (HEIs). • The support that refugee nurses need to acquire the necessary language and communication skills, preadaptation programmes and supervised practice placements. • The potential for volunteering at the asylum seeking stage, for mentoring, subprofessional work and the accreditation of prior learning (APL). • Continuing professional development. • The publication of an information leaflet and guide. • The creation of an exhibition stand to publicise the work of the Task Force and the needs and contributions of refugee nurses. Utilizing the skills of refugee nurses in the UK nursing workforce is not without its challenges. The movement of nurses around the world, for whatever reason, should be something that is seen as a positive opportunity to add to the rich diversity of healthcare provision in the host country. However, it is essential that appropriate support mechanisms are in place to ensure that these valuable skills can be not only effectively utilized, but enhanced for the good of patient care everywhere. To do this, we must not only be able to work smart but be visionary in using these windows of opportunity. It is worth remembering Nelson Mandela's inspiring exhortation: ‘Action without vision is merely dreaming. Vision without action is just passing the time of day. Put the two together and you can change the world’. Roswyn Hakesley-Brown is Education Projects Manager for the Research Unit, School of Care Sciences, University of Glamorgan, UK. She is a past president of the Royal College of Nursing. References Bird, S. & Eversley, J. (2003) ‘The Nurses We Need’ Refugee Nurses in East London. North East London NHS Workforce Development Confederation and Queen Mary College, University of London, London. Google Scholar Buchan, J. & May, F. (1999) Globalisation and healthcare labour markets: a case study from the United Kingdom. Human Resources for Health Development Journal, 3 (3), September–December. Google Scholar Findlayson, B., Dixon, J., Meadows, S. & Blair, G. (2002) Mind the gap: the extent of the NHS nursing shortage. British Medical Journal, 325, 538– 544. Google Scholar Hakesley-Brown, R.A. (2004a) People like us. Nursing Standard, 31 March, Vol 18 No 29, 28. CrossrefGoogle Scholar Hakesley-Brown Report (2004b) Integrating Refugee Skills Into the Workforce – a Strategy for Refugee Nurses. Report of the Refugee Nurses Task Force. The Employability Forum, London. (E-mail: info@employabilityforum.co.uk). Google Scholar Royal College of Nursing (2002a) Behind the headlines: a review of the UK labour market in 2001. Review prepared by Queen Margaret University College, Edinburgh. RCN, London. Google Scholar Royal College of Nursing (2002b) Internationally Recruited Nurses. RCN, London. Google Scholar Royal College of Nursing (2004) Fragile Future? a Review of the UK Labour Market in 2003. Report prepared by Buchan, J. and Seccombe, I. RCN, London. Web of Science®Google Scholar United Kingdom Central Council for Nursing, Midwifery and Health Visiting (2002) UKCC Overseas Registrations 1998–2001 UKCC, London. Google Scholar United Nations High Commission on Refugees (1968) Convention and protocol related to the status of refugees. HCR/INF29/Ref3UNHCR Geneva Switzerland. Google Scholar Volume52, Issue4December 2005Pages 241-242 ReferencesRelatedInformation" @default.
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