Health workforce

Summaries of contributions



International Pharmaceutical Federation (FIP), Amsterdam, Netherlands

FIP is pleased to support this code. FIP strongly feels that the underlying causes and push factors for health workforce attrition need to be addressed through sustainable means to enable the functionality of health systems.

In addressing the challenges of migration as a form of workforce attrition, there is a need for urgent attention to retention measures that extend to all cadres of health workers including pharmacists. There is also a need for collaborative and sustainable means through which to urgently scale up the education capacity of countries with critical workforce shortages to train health professionals. FIP would like to emphasize the importance of Article 6 in this regard.

FIP is also in support of principles in the code that reflect the need to protect the rights of migrant health workers. The need for reliable data, appropriate information system and empirical research is critical to assist better understanding of workforce trends.

FIP suggests an additional item in Article 1: “to establish a collective mechanism for the exchange of information on health workforce and migration flows and report on the implementation of the code”.

NOTE: FIP made a number of other helpful suggestions that will be taken into account in the next iteration of the code.


International Organization for Migration, Geneva, Switzerland

The following are some of the recommended changes:

  • Health personnel and health worker have been used interchangeably in the document. Health worker is the preferred term to use as it covers all workers who contribute to the health system. A glossary is needed.
  • The code should emphasize the need for coordinated global, regional and multisectoral policies/ strategies to address health worker migration.
  • Opportunities for engagement with the diaspora and host country health workers for the transfer of knowledge and skills between source, transition and destination countries should be included in the code.
  • Interests of the source countries should be emphasised as the capacity to develop and implement human resources for health policies may also be affected by international recruitment.
  • The code should mention how to manage exploitative practices, such as recruiting workers with false promises. The gender component should also be reflected.
  • Member States should be encouraged to identify a national agency to ensure coordination and transparency of information exchange between sectors. Various forums can be used to exchange best practices and lessons learnt on the management of the migration of health workers.

Share

Last update:

10 October 2014 13:27 CEST