Diversity as a resource for the welcome culture
The international recruitment of nurses strengthens the nursing and relieves the nursing teams. It is a particular challenge for facilities to support the immigrants in their integration and, at the same time, to help the teams to operate actively with more diversity, both professionally as well as in social and cultural terms. A company is usually already diverse before the international recruitment of employees: Some have a personal, others a family migration history, some speak several languages, there is diversity in sexual orientation, employees are of different ages, are in different family situations and (with or without a migration background) bring different values and political views to their workplace. Maybe some of the other colleagues have also completed their vocational training abroad.
Intercultural opening as a cross-sectional task
Facilities that actively recruit international nurses are faced with the task of addressing all these diversity dimensions and using them to design a welcome culture. This also includes opening the training and further education plan of a company accordingly in order to anchor an intercultural opening as a cross-sectional task at all levels of the company.
Recommendations of IMAP GmbH
The strengthening of the intercultural skills of employees is a central factor in achieving successful collaboration in many teams. It is not always easy to recognise whether this involves high-quality content that also takes into account the latest scientific findings, or content that may even reinforce existing stereotypes. You can find information and suggestions on how to recognise good quality intercultural training under the following link.
Training at management level
Successful integration requires the company managers to undergo continuous further training in topics of personnel management, diversity management and intercultural opening. It is also a good idea for employees from the integration management team to implement the corresponding training courses. This makes it possible to sensitise the managers to the needs of employees. At the same time, all participants learn about (possibly new) management tools.
Supplement the advanced training plan
Training courses and seminars can also be a good idea for the other employees. The training should not merely be open to nursing staff but also to other occupational groups so that the welcome culture project can be allowed to grow throughout the company.
Open career paths at an early stage
A company should expect that internationally recruited nurses will have career ambitions after obtaining their professional licence and professional recognition. Therefore, it is advisable to have a personal meeting with the employee at an early stage and discuss which further training courses they may like to do and which are supported by the employer. Companies should prevent glass ceilings that block the career advancement of employees with a personal or family history of migration. Training courses for managers can be a sensible investment to make them aware of this aspect in particular.
The most important things for your to-do list
Employees who have grown up and qualified abroad bring further diversity to the company: as the management, you must respond appropriately from a professional, social and cultural perspective.
Consider the diversity dimensions of your entire staff and use these to design a welcome culture which also includes opening up your training and further education plan accordingly.
Train the management level continuously in topics of personnel management, diversity management and intercultural opening. As integration manager, you should realise the appropriate training courses.
Offer seminars and training courses to create a good welcome culture for employee of all occupational groups in your company.
Have a personal meeting with the employee at an early stage and discuss which further training courses they may like to do and which are supported by the employer.
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