International Social Care Workers: The Research (July 2007 – July 2009) Progress so far Early findings Perceived advantages of recruiting international workers

International Social Care Workers: The Research (July 2007 - July 2009) Progress so far Early findings Perceived advantages of recruiting international workers www.phwiki.com

International Social Care Workers: The Research (July 2007 – July 2009) Progress so far Early findings Perceived advantages of recruiting international workers

Englert, Ken, Contributing Editor has reference to this Academic Journal, PHwiki organized this Journal International Social Care Workers: People in addition to places in an exchangeable time Shereen Hussein Jill Manthorpe Martin Stevens The Research (July 2007 – July 2009) Quantitative analysis of existing data National Minimum Data Set as long as Social Care (NMDS-SC) General Social Care Council (GSCC) register of social workers National perspectives Recruitment agencies Key stakeholders Local insights (6 local authority case study sites, including independent sector) Employers/human resource managers International workers in addition to their colleagues Refugees in addition to asylum seekers People using services in addition to carers Progress so far Literature Review completed Interviews with 20 recruitment agencies Interviews with 15 stakeholders (policy, regulatory in addition to carer’s organisations) Secondary data analysis of NMDS-SC Obtained access to 6 sites – fieldwork in progress

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Early findings Based on: Literature review Recruitment agencies’ interviews Stakeholders’ interviews Secondary data analysis of NMDS-SC Perceived advantages of recruiting international workers Addressing work as long as ce shortfalls: Demographic changes in addition to high dem in addition to Staff shortages Status, pay, unclear career path, stress Attributes of workers Hard workers; highly motivated; appreciate their jobs ( in addition to the pay) Different perspectives Bring something new International learning Knowledge of service users’ needs from similar backgrounds Perhaps another advantage of international workers “ are less likely to quibble in addition to will accept worse conditions than established citizens; getting on with the job in addition to not complaining too much.” (Refugee organisation director)

Perspectives from Agencies ‘We want hard working people in addition to people coming in from the Eastern bloc are more hard working, or can be, than some of the people who are already existing in the market here. Those people have become complacent in addition to often want to use the system as long as their own benefits rather than as long as the benefits of the clients – the workers are not so reliable as the people who are coming into the country in addition to are not used to the social system’. Difficulties in employing international workers Recruitment process Evidencing CRB in addition to Police checks Obtaining Visas Retrieving references After placement Qualifications’ recognition uncertain in addition to lengthy Adequacies of induction in addition to training Problematic nature of work Requirements as long as personal in addition to cultural sensitivity Different concepts of ‘care’ Language in addition to communication issues Agencies’ Perspectives ‘ Process of employing from overseas can be off putting Government should make overseas employment procedures more streamlined – visa in addition to sponsorship requirements are burdensome.’ ‘They [social workers from US] do a lot more counselling in addition to actively working to keep families together. In the UK it’s all assessment, assessment, assessment. And again, some of the social workers from Africa in addition to India are more involved with social development at home in addition to that’s brilliant in those circumstances’.

Language in addition to cultural issues ‘We have turned quite a large number [of Polish workers] away. We’ve had quite a few applications but because of the language problem we’ve had to turn people away. We’ve said, ‘when your English improves come back to us, but your st in addition to ard of English isn’t adequate at the moment’. Managing director, 020 Responses to international workers vary ‘There are racial trends in employability – general trends Nigerian care assistants have problems with literacy – they [employers] do know this – we challenge this ’ ‘The majority of [unqualified] workers are probably Afro-Caribbean. And that’s a bit out of balance . So again, if we can get people from Pol in addition to in addition to other countries that are obviously white nationals, then that would be great to balance up the care ratios in addition to the diversity.’ ‘Another agency that I worked as long as had some Somalis in addition to their religion said they had to do certain things at certain times of the day in addition to that is a problem.’ International social workers –the professionals When recruiting directly from abroad: Local authorities target countries where social work education is compatible with the UK Australia; New Zeal in addition to ; South Africa More recently from the US in addition to Canada Social workers tend to come as long as a specific period of time Specific contract Gap year – extended vacation

International direct care workers (care assistants, home care etc) Often recruited from Migrants already in UK A recent influx from Eastern Europe More from ‘Other White’ ethnicities Younger In their twenties Highly mobile Stepping stone until qualifications recognised or English improves Less family ties; willing to move geographically Sometimes over qualified (on paper) as long as the jobs eg graduates NMDS data in addition to workers who had their previous job ‘abroad’ Larger proportion of males than average A recent influx of workers from Eastern Europe Younger on average White (other) more likely to be care workers while Asians tend to be senior care workers May reflect those with non equivalent ‘nursing’ qualifications from the Philippines in addition to other Asian countries On average more qualified than other workers (78% with at least NVQ3 vs. 51%) Most of them work as care or senior care workers (75%) Perceived motivations of international workers Vary by type of work in addition to reason as long as joining the UK work as long as ce Some arrive at an early stage in their careers, maybe temporary to gain experience Some may be older with families resettlement may become a reality From A8 to obtain better work, may be a more mobile group

Agency work suits International workers Flexibility in addition to Variety: opportunity to ‘try something new’. Easier to obtain temporary work: ‘ if they [overseas workers] are very new to the country potentially working as long as an agency would be their first path of employment’ Possible Implications 1 Employers & education Fine tuning induction in addition to training – use of government funds Qualification recognition & upskilling, ‘career’ models in addition to pathways Access to Social Work degree & marketing (deliberate targeting) Relevance of post qualifications (PQs) in addition to continuous professional development to those without UK qualification foundations Assisting managers in addition to supervisors to get the most from their staff Possible implications 2 Service users in addition to carers How to respond to cultural in addition to language differences Influence over stability of care staff Colleagues Working with colleagues who have different frames of reference professionally in addition to in practice Work as long as ce planning Retention in addition to investment judgments over short in addition to long term Qualification recognition or upskilling. International workers Career path Possible discrimination in addition to rights

Contacts in addition to References Further in as long as mation Shereen Hussein: shereen.hussein@kcl.ac.uk; tel: 020 7848 1669 Hussein S. Manthorpe J in addition to Stevens M (2008) International social care workers: Initial outcomes, work as long as ce experiences in addition to future expectations; Phase I Interim report to the DH, Social Care Work as long as ce Research Unit, King’s College London. Hussein S. Manthorpe J in addition to Stevens M. (advance access) People in places: a qualitative exploration of recruitment agencies’ perspectives on the employment of international social workers in the UK. British Journal of Social Work 2008, doi: 10.1093/bjsw/bcn131

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