How can British employers support international healthcare workers?
Many of my UK-based students who are preparing for the OET face the challenge of coping with the cost of living, supporting their families, and adapting to a new culture. This post explores the challenges they face and how employers can support them. Language training is one part of the puzzle.
1. Language Barriers
Communication is essential in healthcare settings. Language barriers can hinder effective communication with patients, colleagues, and supervisors. Providing language training or access to shared resources for communication, such as online translation software can help. Additionally, creating a supportive environment where colleagues are patient and understanding can encourage foreign healthcare workers to improve their language skills. The Occupational English Test provides a wealth of free online resources for language training and is the ‘industry standard test for prospective nurses.
2. Cultural Differences
Cultural differences can affect how healthcare is delivered and received. It is important to provide cultural competency training to help foreign healthcare workers understand and navigate the new landscape. Issues such as eye contact, use of names, tone and volume of voice are important. The British love of jokes and humour can be a source of bonding but when someone does not get the joke, this can lead to feeling like they do not fit in. I recommend ‘Humour Seriously’ by Aakar and Bagdonas as a great resource on how to use humour wisely, kindly, and inclusively.
Of course, in healthcare every patient should be treated as an individual and the UK is itself a multicultural society. An awareness of cultural differences and where possible, cultural exchange among staff members can foster understanding and respect for different cultural perspectives. An example is asking someone who may be fasting how they are doing and wishing them well. Whenever I have wished a Muslim ‘Ramadan Mubarak’ I often see their face break out in a smile and we have a moment of connection.
I come from a Christian culture and celebrated Christmas with my family growing up. When I moved to Japan I had to work on Christmas Day, and felt rather low as I travelled the packed trains to work at Tokyo Insititute of Technology. Imagine how moved I was to see ‘Merry Christmas’ drawn in enormous colourful chalk letters on the blackboard by students who had got in early to surprise me. I felt a little less lonely and more connected to the host country.
3. Familiarity with Local Healthcare Systems
Foreign healthcare workers may be unfamiliar with the local healthcare system, including policies, procedures, and regulations. Offering orientation programs and mentorship from experienced colleagues can help them know what to do. Providing access to resources such as handbooks, online portals, and good quality training materials can be invaluable.
Healthcare professionals can sometimes neglect their own healthcare needs, so make sure that they know what healthcare support is available.
4. Workplace Integration
Adjusting to a new work environment can be challenging, especially when foreign healthcare workers are unfamiliar with the organizational culture and dynamics. Encouraging teamwork, and mutual support among colleagues, such as a mentor or buddy system can help foster a sense of belonging and integration. Ensure that they know who to talk to if they have a problem.
5. Emotional and Social Support
Relocating to a new country for work can be emotionally and socially challenging. Signposting counseling and support services and employee assistance programs can help foreign healthcare workers cope with stress, homesickness, and feelings of isolation. Creating a welcoming and inclusive workplace culture where individuals feel valued and supported is crucial for their well-being. Take the time to get to know them as individuals and do not think that small talk is a waste of time. It might be the best conversation you have all day!
If you make time for a friendly chat as a matter of routine, you also learn how to communicate with international staff. This helps them to open up about potential problems in good time. Let your staff know that you are available to hear concerns and problems.
6. Professional Development Opportunities
Offering professional development opportunities such as continuing education, training workshops, and career advancement pathways can help foreign healthcare workers enhance their skills and progress in their careers. This benefits the organisation by having workers who feel valued and are happier. When I worked at a university that invited me to do workshops on topics of interest to me, I felt much more engaged and motivated. Consider asking foreign workers to lead a workshop can also be very empowering.
In fact, most of the suggestions are good practice for staff, irrespective of whether they are from another country.
Do you have any advice on how managers can best support their staff?