Konferenzbericht (PDF-Dokument, 3 MB) - SID

Wissen wandert
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providing realistic information on social and em-
ployment issues;
addressing personal and professional adaptation
on arrival.
- Preparing existing staff:
inducting existing staff to accept professional and
cultural differences;
providing information on the internationally re-
cruited nurses;
involving managers to ensure support;
tackling racism through good management
- Ongoing support:
supportive management to ensure professional
satisfaction and respect;
promoting public respect and appreciation;
avoiding de-skilling, and recognise professional
skills;
providing and supporting career progression,
clinical practice development;
promoting fair treatment - pay, working hours etc.
Key References
Buchan J., Jobanputra R., Gough P., Hutt, R. (2005):
Internationally recruited nurses in London: Profile and
implications for policy. Kings Fund, London
www.kingsfund.org.uk/resources/publications/internation
ally.html
References
Adams E, Kennedy A (2007): Positive Practice Environ-
ments: Key Considerations for the Development of a
Framework to Support the Integration of International
Nurses
knowledge migrates
www.intlnursemigration.org/download/ICNM_Pos_Practi
ce_Env.pdf
Royal College of Nursing (2005) Success with interna-
tionally recruited nurses – RCN good practice guidance
for employers in recruiting and retaining
(www.rcn.org.uk)
Figure 1