'International social care workers in England: their profile, motivations, experiences expectations.'
International Social Care Workers in England: their profile, motivations, experiences & expectations
Dr Shereen Hussein, Senior Research Fellow
Prof Jill Manthorpe, Director
Dr Martin Stevens, Research Fellow
The Study: data sources
(July 2007 - Sept 2009)
Quantitative analysis of national data
◦ National Minimum Data Set for Social Care (NMDS-SC)
Proxy of recently arrived international workers in the sector (5,118)
◦ General Social Care Council (GSCC) register of social workers
Stock of international social workers working in England (7,200)
National perspectives, phone interviews
◦ Recruitment agency managers (20)
◦ Key stakeholders (15)
Study sites, in-depth interviews (6 sites, including local authority and independent sector)
◦ International workers (96)
◦ Employers/human resource managers (39)
◦ Frontline workers/colleagues (not migrants) (27)
◦ Refugees & asylum seekers (23)
◦ People using services and carers (35)
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Findings 1: Why recruit international workers?
Meet staff shortfalls:
◦ Demographic changes and high demand
◦ Staff shortages ascribed to:
Status, pay, unclear career path, stress
Perceived attributes of international workers:
◦ Hard working; highly motivated; appreciate jobs (and the pay)
◦ Bring something new
◦ International learning
◦ Knowledge of service users’ needs from similar backgrounds
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The English social care sector’s drivers for recruiting international social care workers in England
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Findings 2: International Social Workers’ profile and trends - GSCC data
Over half (54%) trained in:
◦ Australia, South Africa, US and India.
◦ Some recent changes (see chart overleaf)
slight decline of those trained in India and slight increase from A8
Significantly younger than UK-qualified social workers:
◦ An average difference of 11 years
◦ Youngest group from A8 (mean age 30.9 years)
◦ Those identified as ‘White’ are younger
◦ Trend towards younger workers in the past 3 years
More men, particularly from South Central Asia & West Africa
Slightly more are employed through agencies (9% versus 5%)
Over half (57%) reported their ethnicity as ‘White’
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Trends of international social workers’ world region of training in England, GSCC international SW register
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Findings 3: Profiles of recently arrived international social care workers compared to others - NMDS data
Most work as care workers, nurses and senior care workers
More men, particularly among care workers
Significantly younger, by an average of seven years
Variations in job roles by reported ethnicity
◦ ‘Asians’ more likely to be senior care workers
◦ ‘Black’ more likely to be nurses
◦ ‘White Other’ more likely to be ancillary, not care providing, staff
Higher levels of qualifications
Less likely to hold managerial roles
More likely to be employed in the private sector followed by the voluntary sector
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Results of logistic regression; dependent variable: most recent job abroad, NMDS
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Findings 4: Why join the English social care workforce? (interview data)
Three sets of motives to join the UK (see chart overleaf)
◦ Observed variations by country of birth
◦ Positive views about the UK remained important
◦ Wish to learn English language higher among EU workers
◦ Financial motives higher among Filipinos
◦ Following spouse quite common, especially EU + ‘other’
Motivations to join the care sector - in descending order (order varies by country of birth)
◦ Altruism
◦ Better than previous job
◦ Easy to get into
◦ Fits previous skills
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Main motivations discussed by international social care workers ordered according to how strongly each theme was represented in the study sites’ interviews
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International workers’ main motivations to join the social care sector in England by country of birth
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Findings 5: Refugees & asylum seekers as potential social care workers
Clear potential to join the sector
◦ Two-directional benefits
Particular barriers
◦ Lack of UK experience
◦ Language skills limited
◦ Qualification recognition hard
◦ Prejudice and racism experienced
Possible strategies
◦ Move from a deficit ‘human capital’ model to a more holistic approach
◦ Reach out early
◦ Promote volunteering
◦ Better liaison with refugee support organisations
◦ Access to training and support (including language)
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Findings 6: Factors affecting international workers’ experiences
Recruitment route (from abroad vs. when in the UK)
◦ ‘Visible’ needs and thus level of induction and support
Levels of skills and qualifications
◦ Language skills
◦ Relevant previous experiences
Historical & current links between UK and home country
Length of stay in the UK
Personal factors
◦ Migration status
◦ Family commitments
Prejudice and racism
◦ The role of ‘colour’
◦ Geographic and local population effects
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Findings 7: What next? International workers’ satisfaction & plans
Some disappointments:
◦ Social care image
◦ Limited training and qualification opportunities
◦ Racism
◦ Levels of pay and workload
Overall high job satisfaction levels
◦ But some feel they should be…
Plans
◦ Vary by birth country and migration status
◦ Mobility - both geographical (to N America) and sectoral (eg to NHS)
◦ Family commitments
◦ Ambitions
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Implications
Service users and carers
◦ Overall good levels of satisfaction
◦ Some need to address communication levels and language
◦ Prejudice and racism in the community
Colleagues
◦ May also experience exploitation & discrimination
◦ Support around cultural competence
◦ Gain new perspectives
Workforce
◦ Structure and composition - changing
◦ Skills matrix – how to relate to replacement NVQ?
◦ Staff retention – will this last?
◦ How so/can managers deal with racism, diversity and dynamics?
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Wider implications
How to square exclusion of non EU staff from training to demand for training?
Monitor effects of points system
More and tailored information on social care practice e.g. through SCIE
Explain delays/proffer reasons for qualification recognition problems, etc.
Time needed for recently arrived international workers to overcome initial barriers
Provide role models and recognition
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Thank You to all those who participated and helped with this study
For further details and a copy of the report, contact: shereen.hussein@kcl.ac.uk
martin.stevens@kcl.ac.uk
jill.manthorpe@kcl.ac.uk
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