According to unpublished data from the Department of
Immigration and Multicultural and Indigenous Affairs (2004)
the number of immigrant overseas trained nurses nearly
tripled between 2000 and 2004 (cited in Jeon & Chenoweth,
2007, p. 17)
. In 1996 the Australian Institute of Health and Welfare
(1999, cited in Omeri & Atkins 2002, p. 496) reported that
23.6 % of all qualified nurses were born outside Australia,
including 7.4% from a non-English speaking background.
Statistics from 1982 to 1994 indicate that the sources of
immigrant nurses were as follows: 48% from the UK/Ireland,
25% from Asia, 12% NZ/Oceania and various countries all
over the world (Hawthorne, 2000, cited in Hawthorne, 2001,
p. 217).
The phenomenon of a growing CALD workforce within this
group is seen to be a result of the global nursing shortage
(Jeon & Chenoweth, 2007, p. 17). The dilemma is that the
CALD nurses were found to experience difficulties in
transition that seemed to be caused mainly by language and
cultural barriers (DEST, 2007, Chapter 7.1.4).
However, the situation might have changed over time due to
increased cultural awareness and acceptance as well as rise
in numbers of skilled migration (Australian Bureau of
Statistic, 2006). Nowadays, nurses are required to prove a
high level of English language ability in by passing the
International English Language Test System (IELTS) with a
score of seven or Occupational English Test (OET) grade B
for the professional licence to practise with the
Australian Nursing & Midwifery Council (ANMC) (n.d.) and
the state nursing board's registration, before applying for
a skilled visa DIAC (n.d.).
In the past the English language test was judged to have
prevented 67% of CALD nurses % from outside Australia and
41% of those in Australia from applying for nursing
registration (Hawthorne & Toth, cited in Hawthorne, 2001,
p. 222). They further report that only 29% of CALD nurses
gained nursing registration immediately without attending a
bridging program, and of those required to complete
competency-based bridging programs 90-95% had passed in
Victoria whereas only 55-71% passed in NSW.
Despite having passed the hurdles of the English language
test, professional recognition and visa conditions that
determine successful transition to the new Australian work
place, is sill experienced as a huge challenge. Therefore,
some NESB nurses end up working as Nursing Assistants or
are even lost to the nursing work force (DEST, Chapter
7.1.4; authors observation).
DEST therefore postulates that bilingual/cultural skills
should be better integrated and more valued and that
support and encouragement is needed, "rather than
perceiving their other language as an impediment or
embarrassment to be denied or ignored"(Chapter 7.1.3).
(Background of research proposal, Nov. 2007)
----------------------------------------------------
Hi I am Ursula Knecht, may I introduce you with my
co-author Marianne Rentsch: Marianne grew up in a small
country village in the Swiss Emmenthal.
In 2006 she put her dream of moving to Australia.. read
more at: http://www.success-coaching.org/BioMarainne.html
http://nursing-in-australia.blog.com/
EasyPublish this article: http://submityourarticle.com/articles/easypublish.php?art_id=43766
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