In response to United Nation’s third Sustainable Development Goal (SDG 3) of ensuring healthy lives and to promote well-being for all at all ages, the WHO adopted the Global Strategy on Human Resources for Health: Workforce 2030 in May 2016 (Scheffler et al., 2018; WHO, 2016). The strategy set some global milestones. For example, by 2020, it is expected that member countries would make progress on developing a health workforce registry to track stocks, distribution, demand, and supply. By 2030, member countries are also expected to make progress towards self sufficiency by halving their dependency on foreign-trained health professionals.
At present, Canada and its provinces are yet to achieve these milestones. There is no universal registry of health workers in Canada recording stock, demand, and supply (Bourgeault et al., 2019). Canadian Institute for Health Information (CIHI) does provide information on health human resources (HRH) in six regulated professions (nurses, occupational therapists, pharmacists, physicians, physiotherapists), but data functionality and timeliness needs to be improved, there is no data on forecasted supply, unregulated providers are not included, pan-Canadian comparisons across occupational cadres are difficult to assess, and the ability to review data at different scales (regional, local health units etc.) is constrained (CIHI, 2021). Socio-demographic data on HRH is also limited, particularly in terms of ethnicity and citizenship, which makes measuring the contribution of immigrants to the Canadian health workforce difficult. This is a significant problem, since assessing the contribution of internationally educated health care workers to Canada’s health workforce is necessary to address the goals of the WHO’s Global Strategy self-sufficiency milestone.
Health workforce planning in Canada warrants a comprehensive understanding of immigrant participation in health and care related services because immigration is key Canadian social policy and plays a central role in labour force growth (Dumont et al., 2008). Landed immigrants aged between 25 and 54 years accounted for nearly 60 percent of the country’s employment gains in 2017 (Yssaad & Fields, 2018). This is particularly true for nursing and care related services. Nearly 21 percent of the total employed workers in nursing and health care support occupations in Canada are immigrants, and the proportion is growing (Cornelissen, 2021; Yssaad & Fields, 2018). The number of Internationally Educated Nurses (IENs) in Canada’s nursing workforce has increased from 6.9 percent (23,764) in 2007 to 9 percent (37,370) in 2019 (CIHI, 2017, 2020). Also, between 1996 and 2016, the proportion of immigrants employed as nursing aides has grown by 14 percent, whereas the corresponding proportion in all other occupations has increased by only 5 percent (Turcotte & Savage, 2020).
Despite these figures, there is a paucity of data regarding the potential number of immigrants who could work in the health sector (Baumann & Blythe, 2016; Baumann, Idriss-Wheeler, Blythe, & Rizk, 2015; Blythe & Baumann, 2009). During the COVID-19 global pandemic employers recognized the need to improve their understanding of current and potential supply of immigrants for the nursing and health care support occupations, as well as the need for better planning to optimize immigrant integration into the Canadian health workforce (WPB, 2020).
The objective of this article is to provide a multiscale review of immigrants’ employment in nursing and health care support occupations in Canada and Ontario to identify lessons learned in the development and implementation of HRH policies and programs. The paper is situated at the intersection of the World Health Organization’s (WHO) call for a health workforce registry for systematic health work force planning, and the recurring shortage of nursing and related care providers in the Canadian case, which is partly addressed through the incorporation of immigrants with various levels of prior health training.
The article is structured as follows. We provide background on the pathways that immigrants follow to enter the nursing and care support services in Canada, and highlight some of the associated data challenges to assessing this phenomenon. We then discuss our methodology and using available datasets we explore the present level of immigrant participation in nursing and care occupations (both regulated and unregulated) in Canada, Ontario and specific Local Health Integration Networks (LHINs). We also consider the contribution immigrants make in unregulated care aide positions. Finally, reflecting the WHO Global Strategy, we recommend future steps for improved health workforce planning that account for the scale and contribution of immigrant health care workers.