Local, European and Global:Local, European and Global:An exploration of migration An exploration of migration

patterns of social workers into patterns of social workers into IrelandIreland

Walsh, Wilson & O’ConnorWalsh, Wilson & O’Connor British Journal of Social Work (2009) British Journal of Social Work (2009)

1–181–18doi:10.1093/bjsw/bcp141doi:10.1093/bjsw/bcp141

Genesis of the Study.Genesis of the Study.

Collaboration with a colleague at Queens Collaboration with a colleague at Queens University on an earlier comparative study of University on an earlier comparative study of students experiences of practice learning north students experiences of practice learning north and south. and south. Wilson G., O’Connor E., Walsh T., Kirby M. Reflections on Wilson G., O’Connor E., Walsh T., Kirby M. Reflections on practice learning in Northern Ireland and the Republic of Ireland: Lessons from practice learning in Northern Ireland and the Republic of Ireland: Lessons from student experiences. Social Work Education (2009) 28(6):631-45student experiences. Social Work Education (2009) 28(6):631-45

This research highlighted significant differences in This research highlighted significant differences in both the approach to practice learning and the both the approach to practice learning and the organisational, legislative and policy contexts organisational, legislative and policy contexts across jurisdictions. It was decided to undertake across jurisdictions. It was decided to undertake further research to consider possible implications further research to consider possible implications for the mobility of social work graduates across the for the mobility of social work graduates across the border.border.

ContextContext Since 1996 the Awarding Bodies for Social Work qualifications - the Since 1996 the Awarding Bodies for Social Work qualifications - the

Northern Ireland Social Care Council (N.I.S.C.C.) and the National Social Northern Ireland Social Care Council (N.I.S.C.C.) and the National Social Work Qualifications Board (N.S.W.Q.B.) in the Republic of Ireland have Work Qualifications Board (N.S.W.Q.B.) in the Republic of Ireland have established formal mechanisms for cooperation, the aims of which include :established formal mechanisms for cooperation, the aims of which include :

To move towards alignment and mutual recognition of To move towards alignment and mutual recognition of qualifications across the island of Ireland.qualifications across the island of Ireland.

To increase mobility of social workers and social work To increase mobility of social workers and social work students students between the two jurisdictionsbetween the two jurisdictions

Initiatives to support these aims include the Initiatives to support these aims include the ‘‘Crossing Borders’ Social Work Mobility Study (2001)Crossing Borders’ Social Work Mobility Study (2001)A research study which identified commonalties and differences between A research study which identified commonalties and differences between social work training in the North of Ireland and the Republic of Ireland with social work training in the North of Ireland and the Republic of Ireland with particular reference to areas of legislation, social policy and organisation of particular reference to areas of legislation, social policy and organisation of social services. social services. and the ‘Crossing Borders’ Resource Packand the ‘Crossing Borders’ Resource Pack

Focus of this StudyFocus of this Study

Taking account of issues raised in Taking account of issues raised in international literature in relation to social international literature in relation to social work mobility, it was decided to examine work mobility, it was decided to examine migration of social workers between both migration of social workers between both jurisdictions on the island of Ireland, in the jurisdictions on the island of Ireland, in the overall context of migration patterns of overall context of migration patterns of social workers into Ireland north and south.social workers into Ireland north and south.

Literature from UKLiterature from UK

Workforce mobility in the UKWorkforce mobility in the UK Shortages in the locally-trained workforce in Great Britain, Shortages in the locally-trained workforce in Great Britain,

especially in Children’s Services led to increased especially in Children’s Services led to increased recruitment of internationally qualified social workers over recruitment of internationally qualified social workers over the last twenty years. the last twenty years.

Since 1999, some 10,000 social workers from over eighty Since 1999, some 10,000 social workers from over eighty countries had their qualifications recognised in Great countries had their qualifications recognised in Great Britain (Welbourne Britain (Welbourne et alet al., 2007). ., 2007).

Currently, some 7, 200 out of a total of 74,000 social Currently, some 7, 200 out of a total of 74,000 social workers registered with the English General Social Care workers registered with the English General Social Care Council (GSCC) gained their qualifications outside the UK, Council (GSCC) gained their qualifications outside the UK, nearly 10% of the workforce. nearly 10% of the workforce.

UK patternsUK patterns Of these 10%, only 18% are from European Union countriesOf these 10%, only 18% are from European Union countries

The largest number (66%) come from former Commonwealth The largest number (66%) come from former Commonwealth countries, specifically Australia and New Zealand (21%), Canada and countries, specifically Australia and New Zealand (21%), Canada and the US (18%); South Africa (15%) and India (12%) (Hussein the US (18%); South Africa (15%) and India (12%) (Hussein et alet al., ., 2009)2009)

The top ten countries of received applications (for recognition of The top ten countries of received applications (for recognition of qualification) to the GSCC between 2004 and 2009 were Australia qualification) to the GSCC between 2004 and 2009 were Australia (1316), South Africa (1147), United States (1107), India (934), Canada (1316), South Africa (1147), United States (1107), India (934), Canada (474), Germany (449), New Zealand (366), Zimbabwe (301), Romania (474), Germany (449), New Zealand (366), Zimbabwe (301), Romania (292) and the Philippines (186) (SCD, 2009) (292) and the Philippines (186) (SCD, 2009)

Emerging trends suggest a sharp increase in those trained in India, Emerging trends suggest a sharp increase in those trained in India, and a decline in the proportion trained in South Africa in recent years and a decline in the proportion trained in South Africa in recent years (Hussein (Hussein et alet al., 2009).., 2009).

UK LiteratureUK Literature

BenefitsBenefits of international recruitment identified by employers, of international recruitment identified by employers, trainers and managers include:trainers and managers include:

reductions in vacancy ratesreductions in vacancy rates esp. filling gaps in key shortage areas (such as children’s esp. filling gaps in key shortage areas (such as children’s

services)services) creation of a more diverse staff mix. creation of a more diverse staff mix. ChallengesChallenges include: include: issues of ethical recruitment policiesissues of ethical recruitment policies the transferability of qualifications and skill sets and the transferability of qualifications and skill sets and cultural expectations and differences (Evans cultural expectations and differences (Evans et alet al., 2006). ., 2006).

UK LiteratureUK Literature

Recruitment and induction practices have improvedRecruitment and induction practices have improvedover time.over time. For example, a national code for international recruitment in For example, a national code for international recruitment in

social care now exists to address ethical concerns over the social care now exists to address ethical concerns over the draining of professional resources from less developed draining of professional resources from less developed regions of the world (SCCIR, 2009). regions of the world (SCCIR, 2009).

Yet, the problem is far from resolved, with a figure of an Yet, the problem is far from resolved, with a figure of an estimated 50 – 60 social workers leaving South Africa estimated 50 – 60 social workers leaving South Africa every three months (Kasiram, 2009). every three months (Kasiram, 2009).

Recommendations are for targeted international recruitment Recommendations are for targeted international recruitment campaigns, focused on other European countries, both to campaigns, focused on other European countries, both to ensure ethical recruitment policies and to simplify induction ensure ethical recruitment policies and to simplify induction and support practices (Firth, 2007). and support practices (Firth, 2007).

UK literatureUK literature

A study of the qualitative experiences of migrant socialA study of the qualitative experiences of migrant socialworkers found that support needs vary because of theworkers found that support needs vary because of theheterogeneity of the group.heterogeneity of the group. Issues of linguistic misunderstandings and problems of Issues of linguistic misunderstandings and problems of

acclimatisation to nation-specific roles, policies and acclimatisation to nation-specific roles, policies and legislation indicate a need for additional training in legislation indicate a need for additional training in language competence and for longer induction processes language competence and for longer induction processes (Sims, 2009). (Sims, 2009).

Outstanding research questions identified by Hussein Outstanding research questions identified by Hussein et alet al. . (2009) relate to the experiences of service-users and (2009) relate to the experiences of service-users and carers; colleagues and managers, as well as the longer-carers; colleagues and managers, as well as the longer-term plans of workers (who stays, and who goes?), and term plans of workers (who stays, and who goes?), and what factors influence these decisions.what factors influence these decisions.

UK pictureUK picture

The central question appears to be whether The central question appears to be whether internationally qualified workers are internationally qualified workers are ‘fit for ‘fit for purposepurpose’, with the focus firmly on local employers’ ’, with the focus firmly on local employers’ needs to address workforce shortages. needs to address workforce shortages.

Such priorities seem to have been reinforced by Such priorities seem to have been reinforced by Inquiry recommendations in the wake of recent Inquiry recommendations in the wake of recent child care tragedies including the need for child care tragedies including the need for ‘‘a a conversion qualification and English language test conversion qualification and English language test for internationally qualified children’s social for internationally qualified children’s social workers that ensures understanding of legislation, workers that ensures understanding of legislation, guidance and practice in England’guidance and practice in England’ (Laming, 2009, (Laming, 2009, p. 55). p. 55).

Moving to IrelandMoving to Ireland

Marked differences exist in the structures of welfareMarked differences exist in the structures of welfareprovision between ROI and NI, taking the numbersprovision between ROI and NI, taking the numbers

employed in relevant sectors as a guide.employed in relevant sectors as a guide.

‘‘The public sector dominated industries such as publicThe public sector dominated industries such as publicadministration, health and education services accountingadministration, health and education services accounting

for over one-third of all persons in employment in Northernfor over one-third of all persons in employment in NorthernIreland…Ireland… However, in the Republic of Ireland, just over aHowever, in the Republic of Ireland, just over afifth of those in employment work in public administration,fifth of those in employment work in public administration,

health and education services.’ health and education services.’ (CSO, 2008, p.77- 78)(CSO, 2008, p.77- 78)..

Under the category Health (which covers social services), comparativeUnder the category Health (which covers social services), comparativestatistics show that 9.8% of the employed workforce in the ROI work instatistics show that 9.8% of the employed workforce in the ROI work in

this sector, in contrast to 13.7% in NI (CSO, 2008).this sector, in contrast to 13.7% in NI (CSO, 2008).

Moving to IrelandMoving to Ireland

At the height of the economic boom in 2006,At the height of the economic boom in 2006,over 11% of people of working age inover 11% of people of working age in

employment in ROI were non-Irish and nonemployment in ROI were non-Irish and nonUK nationals, compared to just over 3% inUK nationals, compared to just over 3% in

NI (CSO, 2008). NI (CSO, 2008). Why the difference?Why the difference?

Two possible factors – poor image of NI? Racism?Two possible factors – poor image of NI? Racism?

A Government sponsored survey indicates that racistA Government sponsored survey indicates that racistattitudes to migrant workers (many of whom are fromattitudes to migrant workers (many of whom are fromformer Eastern bloc countries) in NI are among theformer Eastern bloc countries) in NI are among the

strongest in Europe (DHSS&PS, 2007). Parallels can be drawnstrongest in Europe (DHSS&PS, 2007). Parallels can be drawnbetween sectarian and racist ideologies in their rejection of ‘the other’between sectarian and racist ideologies in their rejection of ‘the other’and their exclusionary impact on marginalised and minority groups.and their exclusionary impact on marginalised and minority groups.

Shortage of social workersShortage of social workers

A reorganisation of health and social services, increased A reorganisation of health and social services, increased responsibilities under new children’s legislation and an responsibilities under new children’s legislation and an expansion of posts in both probation and healthcare expansion of posts in both probation and healthcare settings led to specific shortages of qualified social workers settings led to specific shortages of qualified social workers in ROI from 2000 onwards. in ROI from 2000 onwards.

While an increase in training places took place in the late While an increase in training places took place in the late 1990s (to a total annual output of approx 200 practitioners) 1990s (to a total annual output of approx 200 practitioners) it was insufficient to meet increased demand. it was insufficient to meet increased demand.

Employers launched recruitment drives in specific locations Employers launched recruitment drives in specific locations in Canada, South Africa and Australia in 2001 and 2002 in Canada, South Africa and Australia in 2001 and 2002 (Moran, 2004). (Moran, 2004).

Increase in qualified social workers from Irish courses Increase in qualified social workers from Irish courses started to impact from 2003.started to impact from 2003.

Inward migration from 2000Inward migration from 2000

The numbers of internationally-qualified social The numbers of internationally-qualified social workers who applied to have their qualifications workers who applied to have their qualifications recognised peaked across the years 2001- 2005, recognised peaked across the years 2001- 2005, topping over 300 in 2002, before dropping below topping over 300 in 2002, before dropping below 100 (the 1999 level) in 2007 for the first time. 100 (the 1999 level) in 2007 for the first time.

Applicants from 42 countries applied for Applicants from 42 countries applied for recognition of their qualification between 1996 and recognition of their qualification between 1996 and 2007 (NSWQB, 2008). 2007 (NSWQB, 2008).

In 2007, the countries most represented in these In 2007, the countries most represented in these applications were Great Britain (26), India (17), applications were Great Britain (26), India (17), Australia (16) and the USA (7) (NSWQB, 2008).Australia (16) and the USA (7) (NSWQB, 2008).

Inward migration to NIInward migration to NI In NI, a slow decline in the numbers applying for social work training In NI, a slow decline in the numbers applying for social work training

and particular difficulties in recruitment and retention in child and family and particular difficulties in recruitment and retention in child and family care in the 1990s (Wilson and McCrystal, 2007) were resolved with the care in the 1990s (Wilson and McCrystal, 2007) were resolved with the introduction of a degree-level entry qualification in 2004, along with introduction of a degree-level entry qualification in 2004, along with incentive packages provided by employers and improved conditionsincentive packages provided by employers and improved conditions

With 300 social workers now qualifying each year there has been no With 300 social workers now qualifying each year there has been no

need for recruitment drives outside the regionneed for recruitment drives outside the region

Statistics supplied by the Northern Ireland Social Care Council Statistics supplied by the Northern Ireland Social Care Council (NISCC) indicate that since 2005, while overall figures of inward (NISCC) indicate that since 2005, while overall figures of inward migration of social workers remain low, there have been only very migration of social workers remain low, there have been only very slight increases in workers with international qualifications seeking slight increases in workers with international qualifications seeking recognition from a total of 24 countries (Table 2)recognition from a total of 24 countries (Table 2)

Country of Qualification 1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 Total Australia 7 7 8 6 14 34 55 19 15 12 13 16 206Austria 1 1 2Belgium 1 2 1 1 5Brazil 1 1Bulgaria 2 1 1 4Canada 4 3 3 3 15 6 5 2 1 2 44Colombia 1 1Croatia 2 1 3Czech Republic 1 1Denmark 1 1 2 1 2 7Finland 1 3 1 5France 1 1 1 3Germany 5 6 5 2 4 4 8 12 6 3 1 56Greece 1 1 2Hong Kong 1 1Hungary 1 1India 1 1 5 2 1 10 15 17 52Israel 1 1Italy 1 1 2Lithuania 2 1 3Malta 1 1 2Mauritius 1 1Netherlands 3 1 1 2 7New Zealand 1 6 9 3 1 2 1 5 28Nigeria 1 1 4 4 2 12Northern Ireland 6 3 16 10 24 33 24 3 17 9 12 6 163Pakistan 2 2Philippines 1 1 3 2 7Poland 1 3 1 2 2 9Portugal 1 1 2Romania 2 1 3 1 1 1 9Slovakia 3 1 1 1 6South Africa 1 1 1 3 58 15 4 5 3 5 96Spain 3 1 1 2 3 1 11Sweden 1 2 2 1 7 2 4 2 1 22Tanzania 1 1Thailand 1 1Turkey 1 1Uganda 1 1UK 28 15 20 20 44 39 46 17 44 27 26 26 352USA 18 7 8 8 8 15 56 13 27 18 13 7 198Zimbabwe 2 9 11Total 76 33 71 54 96 149 302 102 149 110 101 99 1342

Movements between NI and ROIMovements between NI and ROI

Although there was a perception that cross-border mobility on the island increased greatly inAlthough there was a perception that cross-border mobility on the island increased greatly inthe decade from 1997 (Moran, 2004; Wilson and McCrystal, 2007), and despite concertedthe decade from 1997 (Moran, 2004; Wilson and McCrystal, 2007), and despite concertedand sustained efforts to facilitate such movements (O’Brien, 2001; NSWQB, 2009) this is notand sustained efforts to facilitate such movements (O’Brien, 2001; NSWQB, 2009) this is notborne out by these figures. borne out by these figures. For social workers qualified in NI who applied to have their qualifications recognised in ROI, For social workers qualified in NI who applied to have their qualifications recognised in ROI,

a spike of increased mobility is apparent in the years 2000 -2002, at the time of a a spike of increased mobility is apparent in the years 2000 -2002, at the time of a shortage of social workers in the ROI. Yet the actual numbers remain small, peaking at shortage of social workers in the ROI. Yet the actual numbers remain small, peaking at 33 in 2001 (but still less than Australia [34] and Great Britain [39]). 33 in 2001 (but still less than Australia [34] and Great Britain [39]).

For eight of the last eleven years, annual numbers from NI have been below twenty, reducing For eight of the last eleven years, annual numbers from NI have been below twenty, reducing further to 6 in 2007 (the same figure as that of 1996). This suggests that NI graduates, further to 6 in 2007 (the same figure as that of 1996). This suggests that NI graduates, (perhaps as a result of greater employment opportunities at home) became less inclined (perhaps as a result of greater employment opportunities at home) became less inclined in recent years to seek employment in ROI. in recent years to seek employment in ROI.

Additional figures obtained by the NISCC suggest that despite differences in access to third-Additional figures obtained by the NISCC suggest that despite differences in access to third-level education (with free fees in the ROI for undergraduate degrees) very few NI level education (with free fees in the ROI for undergraduate degrees) very few NI applicants qualified as social workers in ROI and returned for work in NI (3 in 2005; and 1 applicants qualified as social workers in ROI and returned for work in NI (3 in 2005; and 1 each in 2007 and 2008). each in 2007 and 2008).

In the reverse direction, that of ROI-qualified workers applying for recognition in NI, the traffic In the reverse direction, that of ROI-qualified workers applying for recognition in NI, the traffic has been insignificant consisting of 4 in 2005 and 5 in 2006, dropping to 1 in 2007 and has been insignificant consisting of 4 in 2005 and 5 in 2006, dropping to 1 in 2007 and none in 2008.none in 2008.

Movements from Great Britain into ROI and NIMovements from Great Britain into ROI and NI

A far stronger trend exists in relation to the numbers ofA far stronger trend exists in relation to the numbers ofBritish-qualified workers who move to the Republic. TheseBritish-qualified workers who move to the Republic. Thesenumbers more than doubled from 20 in 1999 to 44 in 2000. numbers more than doubled from 20 in 1999 to 44 in 2000.

Although the numbers in 2004 were a clear peak and sinceAlthough the numbers in 2004 were a clear peak and sincethen have remained below 30 (2005 - 27; 2006 - 26; 2007 –then have remained below 30 (2005 - 27; 2006 - 26; 2007 –26), British-qualified workers comprised 15% of the workforce26), British-qualified workers comprised 15% of the workforcein 2005 (NSWQB, 2006). in 2005 (NSWQB, 2006).

That the numbers coming from GB are consistentlyThat the numbers coming from GB are consistentlysignificantly higher than those from NI is notable. significantly higher than those from NI is notable. In contrast, there is negligible mobility of British qualifiedIn contrast, there is negligible mobility of British qualifiedworkers into NI – with a total of two in the entire period fromworkers into NI – with a total of two in the entire period from2004 – 2008. 2004 – 2008.

International movements of social workers into ROI and NI International movements of social workers into ROI and NI (2004 – 2007)(2004 – 2007)

Numbers for all groups are significantly higher for inward mobility to Numbers for all groups are significantly higher for inward mobility to ROI than to NI. ROI than to NI.

The biggest increase in recent years for both has been workers The biggest increase in recent years for both has been workers qualified in India.qualified in India.

A slight increase from Scandinavian and Eastern European countries A slight increase from Scandinavian and Eastern European countries (specifically Sweden, Slovakia, and Romania). (specifically Sweden, Slovakia, and Romania).

Taking the cumulative figures for Ireland as a whole for 2004 - 2007, Taking the cumulative figures for Ireland as a whole for 2004 - 2007, the highest numbers of incoming workers continue to come from the highest numbers of incoming workers continue to come from former Commonwealth and/or English speaking countries. former Commonwealth and/or English speaking countries.

Great Britain accounts  for the most (125), followed by USA (74), Great Britain accounts  for the most (125), followed by USA (74), Australia (64), India (54) and NI to ROI (44). Australia (64), India (54) and NI to ROI (44).

The only non-English speaking country to enter double digits is The only non-English speaking country to enter double digits is Germany (24). Germany (24).

The next four in rank are: South Africa (18), Nigeria (11), Canada (13) The next four in rank are: South Africa (18), Nigeria (11), Canada (13) and New Zealand (11).and New Zealand (11).

Table Three: Mobility into ROI and NI, 2004 – 2007

CountryCountryInto ROIInto ROI Into NIInto NI TotalTotal

Great BritainGreat Britain 123123 22 125125

USAUSA 6565 99 7474

AustraliaAustralia 5656 88 6464

Northern IrelandNorthern Ireland 4444 n/an/a 4444

IndiaIndia 4343 1111 5454

GermanyGermany 2222 22 2424

South AfricaSouth Africa 1717 11 1818

NigeriaNigeria 1111 00 1111

CanadaCanada 1010 33 1313

New ZealandNew Zealand 99 22 1111

PolandPoland 88 00 88

SwedenSweden 7 7 11 88

SlovakiaSlovakia 66 00 66

RomaniaRomania 6 6 11 77

ROIROI n/an/a 1414 1414

TotalsTotals 427427 5454 481481

Extracted from figures supplied by NSWQB and NISCC

Limitations of paperLimitations of paper

1.1. The statistics relate to qualifications awarded in another The statistics relate to qualifications awarded in another country; they do not relate to nationality country; they do not relate to nationality per seper se. .

2.2. They refer to those who apply for their qualifications to be They refer to those who apply for their qualifications to be recognised, not those who successfully gain employment, recognised, not those who successfully gain employment, although data relating to the composition of the workforce although data relating to the composition of the workforce in ROI (NSWQB, 2006) is a useful supplement. in ROI (NSWQB, 2006) is a useful supplement.

3.3. We are unable to ascertain definitively whether movements We are unable to ascertain definitively whether movements are of a permanent or temporary nature. are of a permanent or temporary nature.

Significant shifts in workforceSignificant shifts in workforce

In the first social work census in ROI undertaken in 1999, 8.9% (136) of In the first social work census in ROI undertaken in 1999, 8.9% (136) of the workforce held international qualifications.the workforce held international qualifications.

The most recent census carried out in 2005, shows that over 30% ofThe most recent census carried out in 2005, shows that over 30% ofthe current workforce hold international qualifications. the current workforce hold international qualifications.

This raises many questions.This raises many questions. How does this phenomenon impact on practice, on policy, and on How does this phenomenon impact on practice, on policy, and on

service-users? service-users? When the majority of this 30% come with qualifications from either NI When the majority of this 30% come with qualifications from either NI

(5.7%) or elsewhere in the UK (15%), is this influential in shaping local (5.7%) or elsewhere in the UK (15%), is this influential in shaping local social work policies and practices? social work policies and practices?

When the remainder from all other countries combined accounted for When the remainder from all other countries combined accounted for only 9.7% (NSWQB, 2006), how visible or possible is their influence on only 9.7% (NSWQB, 2006), how visible or possible is their influence on local policies and practices in contrast to the weight of the 20% from local policies and practices in contrast to the weight of the 20% from the entire UK? the entire UK?

Does a combination of cultural and linguistic affinities ‘Does a combination of cultural and linguistic affinities ‘gives gives the best chances for professional mobility’ the best chances for professional mobility’ (Kornbeck, 2004, (Kornbeck, 2004,

p. 153)?p. 153)?

Highest numbers from 2004 - 2007 came from UK, USA, Highest numbers from 2004 - 2007 came from UK, USA, Australia & Northern Ireland but significant increases in Australia & Northern Ireland but significant increases in recent years from India, Germany, South Africa and Nigeria recent years from India, Germany, South Africa and Nigeria suggest other factors involved. For examplesuggest other factors involved. For example

The attraction of Ireland as a destination for those with Irish The attraction of Ireland as a destination for those with Irish ancestry.ancestry.

The impact of the broader phenomenon of the ‘feminization The impact of the broader phenomenon of the ‘feminization of migration’ (Castles and Miller, 2009);of migration’ (Castles and Miller, 2009);

The impact of international recruitment drives in the The impact of international recruitment drives in the Philippines and India for health and social care staff;Philippines and India for health and social care staff;

The impact of emerging non-white ethnic communities in The impact of emerging non-white ethnic communities in Ireland (CSO, 2008).Ireland (CSO, 2008).

Implications of diverse workforceImplications of diverse workforce

What attention is paid at agency/employer level to What attention is paid at agency/employer level to the distinctive needs of migrant social workers? the distinctive needs of migrant social workers?

Do induction programmes address their specific Do induction programmes address their specific needs? needs?

What are their experiences of living and working in What are their experiences of living and working in Ireland? Ireland?

The British experience suggests that insufficient The British experience suggests that insufficient attention is paid to these dimensions (Simpson, attention is paid to these dimensions (Simpson, 2009; Sims, 2009). 2009; Sims, 2009).

Implications of diverse workforceImplications of diverse workforce

What, if any, influence internationally qualified social workers What, if any, influence internationally qualified social workers have on existing local practices and policies? have on existing local practices and policies?

Are they more or less likely than the nationally-qualified to Are they more or less likely than the nationally-qualified to reach positions of influence within organisational hierarchies reach positions of influence within organisational hierarchies and professional associations, and if so, with what effect?and professional associations, and if so, with what effect?

And if effects can be established, are they to the benefit or And if effects can be established, are they to the benefit or detriment of local practices and interests?detriment of local practices and interests?

In particular, of interest to policy makers in ROI, has to be In particular, of interest to policy makers in ROI, has to be the impact of the high proportion of the workforce (over 20%) the impact of the high proportion of the workforce (over 20%) from Great Britain and Northern Ireland.from Great Britain and Northern Ireland.

Implications of diverse workforceImplications of diverse workforce

Thirdly, what impact does such a diversity of social Thirdly, what impact does such a diversity of social workers have on the construction of local social workers have on the construction of local social work identities and practices and how are these work identities and practices and how are these played out in day-today interactions in agencies and played out in day-today interactions in agencies and with clients? with clients?

Gray and Fook (2004) from a postmodern Gray and Fook (2004) from a postmodern perspective make the point that an effort to perspective make the point that an effort to universalise experience can risk omitting universalise experience can risk omitting ‘marginal ‘marginal and different perspectives’and different perspectives’ (p. 638), and they (p. 638), and they question whose discourse dominates and why. question whose discourse dominates and why.

This is a question that we consider of importance in This is a question that we consider of importance in the construction of Irish social work in current times. the construction of Irish social work in current times.

Impact of pan-European ambitionImpact of pan-European ambition CouldCould too enthusiastic a campaign to forge a pan-European workforce too enthusiastic a campaign to forge a pan-European workforce

cause unintended consequences which are anathema to social work cause unintended consequences which are anathema to social work ideals; specifically could it result in the ‘othering’ of the many non-ideals; specifically could it result in the ‘othering’ of the many non-European social workers now working in Ireland, and the subsequent European social workers now working in Ireland, and the subsequent loss of many voices who play active roles in the construction of loss of many voices who play active roles in the construction of contemporary social work? contemporary social work?

Simpson (2009) maintains that attention needs to be drawn to ways in Simpson (2009) maintains that attention needs to be drawn to ways in which ‘which ‘new forms of racism and exclusion are developing in relation to new forms of racism and exclusion are developing in relation to internal EU migrationinternal EU migration’ (p. 664)’ (p. 664)

to this we add the need for explicit recognition of the growing to this we add the need for explicit recognition of the growing phenomenon of the feminisation of migration and related inequalitiesphenomenon of the feminisation of migration and related inequalities

Sims (2009) and Laming (2009) identified issues which arise from the Sims (2009) and Laming (2009) identified issues which arise from the perspective of the employer in relation to the heterogeneity of the perspective of the employer in relation to the heterogeneity of the incoming group’s needs in language competence and induction training.incoming group’s needs in language competence and induction training.

Also at issue from a broader social justice perspective are the Also at issue from a broader social justice perspective are the potentially diverse needs of workers relating to migration pathways, potentially diverse needs of workers relating to migration pathways, family situations and the presence or absence of local support networks. family situations and the presence or absence of local support networks.

ConclusionsConclusions Our analysis of recent trends in migration to Ireland of internationally-Our analysis of recent trends in migration to Ireland of internationally-

qualified social workers indicates qualified social workers indicates that the period of greatest activity spans the years 2000 – 2006; that the period of greatest activity spans the years 2000 – 2006; that levels of inward migration were significantly higher into ROI than that levels of inward migration were significantly higher into ROI than

into NI; into NI; that, excluding Great Britain, migration from other European countries that, excluding Great Britain, migration from other European countries

is minimal when compared with that from English-speaking and/or is minimal when compared with that from English-speaking and/or Commonwealth countries such as Canada, the US, Australia/New Commonwealth countries such as Canada, the US, Australia/New Zealand and South Africa. These data replicate some of the trends Zealand and South Africa. These data replicate some of the trends evident in the British data (Hussein et al, 2009). evident in the British data (Hussein et al, 2009).

Emerging trends in both include an increase in Indian/Asian – trained Emerging trends in both include an increase in Indian/Asian – trained workers and in the ROI data, increases in workers with Nigerian or workers and in the ROI data, increases in workers with Nigerian or Eastern European qualifications.Eastern European qualifications.    

Next stepsNext steps

Need for research to explore the Need for research to explore the experiences of all stakeholders in relation to experiences of all stakeholders in relation to a culturally diverse social work workforce.a culturally diverse social work workforce.

Consider parallel lessons and implications Consider parallel lessons and implications for us as social work educators. for us as social work educators.