The Ethical Recruitment of Internationally Educated Nurses

Abstract

The trend in labor migration depends on variables such as the country's economy, immigration policy, aging and population health, and the health care industry's supply and demand prospects. The World Health Organization (WHO) and the Migration Policy Institute reported a steady rise in hiring international educated nurses with developed countries relying on foreign-born nurses to fill vacancies. According to a survey conducted by the International Council of Nurses in 2020, the National Nurses Association reported a 20% increase in nurses leaving the profession. The aging nursing workforce, heavy workload, insufficient staffing, burnout, stress, mass trauma, and the growing effects of COVID-19 on nurses' psychosocial and emotional health exacerbated the nurses' intention to leave. Although health care organizations are strained dealing with the outbreak, nurses are either retiring or quitting, leaving administrators to rely on temporary employees while struggling to fill permanent positions. This cyclical nursing shortage in the past, now exacerbated by the global pandemic crisis, has prompted policymakers to revisit the WHO's Code on recruitment of health workers and its impact on sending and receiving countries.

Internationally Educated Nurse Integration as a Strategy to Support Health Workforce Transformation: A Realist Evaluation Protocol

“…Additionally, the International Council of Nurses (ICN) offers a position statement in support of voluntary nurse migration; as it "supports the rights of nurses to pursue professional achievement through career mobility and to better the circumstances in which they live and work" [9, p. 1]. Guidance from international experts and organizations continue to frame ethical considerations for nurse migration, which underscore principles such as equity and inclusion when building supportive pathways and programs for IENs [10].…”

Talent management of international nurses in healthcare settings: A systematic review

“…Whilst hiring international staff brings many cultural and economic benefits [ 8 , 18 ], it comes with multiple challenges [ 1 , 13 , 18 , 19 ] and ethical considerations [ 5 , 8 ]. Research findings in [ 20 ] highlighted some of the key challenges that have worsened staff retention and intensified nurses’ intention to leave; i.e., excessive workload [ 4 , 18 ], stress and burnout [ 6 ], aging nursing workforce [ 9 ], migration and integration challenges [ 1 , 5 , 11 , 13 , 21 ], and especially the psychological, mental and emotional impact of Covid-19 [ 6 , 8 , 20 ]. Also, Covid-19 brought an overwhelming number of resignations by healthcare staff [ 6 , 7 ] having serious implications on healthcare systems worldwide.…”

“…Also, Covid-19 brought an overwhelming number of resignations by healthcare staff [ 6 , 7 ] having serious implications on healthcare systems worldwide. Therefore, as nurses retire or choose to leave the profession, healthcare organisations continue to struggle in hiring both temporary and permanent staff [ 9 , 20 ].…”