1 14/09/200 7 Third Global Forum on International QA, Accreditation and the Recognition of Qualifications in Higher Education, UNESCO; Dar es Salaam 1 Migration intentions of pharmacy students A global study of root drivers Tana Wuliji Project Coordinator, FIP; Chair Moving On III Project IPSF Ian Bates, David Taylor, Sarah Carter School of Pharmacy, University of London
Migration intentions of pharmacy students. A global study of root drivers. Tana Wuliji Project Coordinator, FIP; Chair Moving On III Project IPSF. Ian Bates, David Taylor, Sarah Carter School of Pharmacy, University of London. 1. Migration is complex. Migration is not a new phenomena. - PowerPoint PPT Presentation
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114/09/2007 Third Global Forum on International QA, Accreditation and the Recognition of Qualifications in Higher Education, UNESCO; Dar es Salaam
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Migration intentions of pharmacy students A global study of root drivers
Tana WulijiProject Coordinator, FIP; Chair Moving On III Project IPSF
Ian Bates, David Taylor, Sarah CarterSchool of Pharmacy, University of London
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Migration is a symptom
Migration is a form of attrition
Migration is not a new phenomena
Migration is not generic
Migration is complex
Migration is not ‘brain drain’
Points to need for workforce, social, policy, education development
Migration is not only about money
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Overview
• Migration• Migration is a symptom, not the cause• Workforce trends• Migration intention study• Questions for higher education providers
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Migration is a symptom, NOT the cause
“Results suggest that Africa's generally low staffing levels and poor public health conditions are the result of factors entirely unrelated to international movements of health professionals.”M Clemens, Centre for Global Development, Do Visas Kill? 2007.
“International migration is neither the main cause nor would its reduction be the solution to the worldwide health human resources crisis.”J Dumont, P Zurn. OECD. Immigrant health workers in OECD countries in the broader context of highly skilled migration. 2007.
Training capacity, employment opportunities, workforce distribution,
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Migration is a symptom, NOT the cause
“Attitudes towards professional practice, social and political environment at home coupled with perception of opportunities for economic and professional development abroad drive migration intentions”IPSF, FIP, School of Pharmacy University of London, 2007
Quality of education, working environment, learning and professional opportunities, social
development
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Migration: Flag pole or flag?
Migration
Workforce and education
Workforce and education
Entry
Retention
Attrition
Planning
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Health workforce crisis
• Critical shortage < 2.5 health workers per 1000 population (doctors, midwives, nurses)– WHO Global Atlas: www.who.int/globalatlas
ConnectionsProfessional environmentOpportunities abroadSocial and political environmentGenderResidence statusMigration intentionPast international experience
Multiple Correspondence Analysis
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Opportunities for workforce development?Career development pathways
Improve interprofessional relationships
Practice environment
Social development Recognition of
pharmacist roles
Supportive policy
Levels of practice
Utilisation of pharmacist skills
Fair recruitment and employment terms
Pharmacy education
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Questions for higher education
What is the influence of the quality of education on attitudes that drive the intention to migrate?
What is the responsibility of higher education providers to produce and support a workforce catered for local needs?
What is the role of life long learning and local post-graduate learning opportunities?
Migration = attrition
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Stepping up global and national action
• Drivers of migration study (20+ countries)• 2007 pharmacy workforce study (2008 report)• FIP-WHO Pharmacy Education Taskforce
– Global Pharmacy Education Consultation (2007)– Competency, academic workforce, quality
• FIP Global Conference on the Future of Hospital Pharmacy – workshop on HRH
• Global Health Workforce Alliance – scaling up education and training, migration
• Country case study and pharmacy human resource policy development – Zambia
• And more…….
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More information• FIP Human Resources for Health: www.fip.org/hr• WHO World Health Report 2006: www.who.int/whr/2006/en• Global Atlas of the Health Workforce: www.who.int/globalatlas• Human Resources for Health Journal: www.human-resources-
health.com• International Organization for Migration: www.iom.int• HRH Global Resource Center: http://www.hrhresourcecenter.org
Acknowledgements:
• IPSF Moving On III Research Group and Executive• Mr Ton Hoek, CEO and General Secretary, FIP• Mr Xuan Hao Chan, Project Coordinator, FIP• Prof Hugo Mercer, HRH Department, WHO