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Global pharmacy workforce and migration – recipient perspective

Global pharmacy workforce and migration – recipient perspective. Professor Karen Hassell EuroPharm Forum Bratislava, Slovakia 13 th October 2007 . The GB pharmacy workforce. Third largest professional group in the health care sector in GB: 47,692 registered pharmacists in 2007

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Global pharmacy workforce and migration – recipient perspective

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  1. Global pharmacy workforce and migration – recipient perspective Professor Karen Hassell EuroPharm Forum Bratislava, Slovakia 13th October 2007

  2. The GB pharmacy workforce • Third largest professional group in the health care sector in GB: • 47,692 registered pharmacists in 2007 • estimated > 77,000 support workforce • 23 schools of pharmacy (8 are new) • 57% of practising pharmacists are female • 2604 pharmacists joined the register in 2006 • But 1932 left the register in 2006 • Average 2% increase in number per year

  3. Distribution of pharmacists in selected EU countries (2004 data) Data source: www.fip.org

  4. But workforce shortages exist… • Multiples taking up to 10 weeks to recruit • Vacancy rate of 10% in large multiples • 12% of hospital pharmacists posts vacant or occupied by a locum (2006 data) • High turnover and exit from the hospital sector • Geographical inequalities: rural & urban • Not confined to qualified pharmacists

  5. Impact of shortages? • High(er) workload • Non-store staff provide cover • Reduction in leave/training • Work longer hours (owners) • Increased stress and dissatisfaction at work • Closure of community pharmacies • Cessation of current services • Failure to take up new services

  6. Why do these shortages exist? • Demand for pharmacists and pharmacy services increasing: • Increase in dispensing volume • More older people • Client expectations (‘demanding consumer’) • More OTC and P medicines available • New national pharmacy contract (in 2005) • Provision of enhanced and advanced services • ‘Professionalisation’ agenda

  7. More ‘chain store’ pharmacies: • 16% of the total in 1971; 57% in 2007 • Open longer hours • Provide more services • More employment markets for pharmacists: • Eg, primary care • Increases competition between sectors

  8. Behaviour and socio-demographic changes in the workforce: • More women (and fewer men) • Baby boomers versus Generation Y • Changing expectations and attitudes to work • High proportions not practising pharmacy at all • 32% work part-time (2005 data) • A substantial number migrate overseas

  9. Emigration of GB trained pharmacists • In 2007 4718 pharmacists on the GB register were domiciled outside GB • Most (66%) were GB-trained (but not necessarily GB nationals) PULL: lifestyle, career opportunity, returning home, & partner’s job were main reasons for leaving GB; most are working in retail pharmacy; many have no intention of returning to GB in the short term.

  10. Solutions to the shortages? • Expand student intake • Implement skill mix – ie, utilise technicians • Utilise technology/automation • Improve workforce satisfaction • Encourage leavers to return • Recruit foreign-trained pharmacists…

  11. Foreign-trained pharmacists in GB • There were three (but now two) routes for overseas pharmacists to enter the register of pharmacists: • ‘European’ • ‘Adjudicating’ • Reciprocity route abolished in 2006

  12. Foreign trained pharmacists domiciled in GB, by entry route

  13. Source countries • Through EU route: Spain (and Poland) • Through Reciprocity route: Australia and New Zealand • Through the Adjudication route: ?

  14. Distribution of pharmacists (2003/04 data) Data source: www.who.int/whosis/database

  15. Issues for GB as a recipient • Recognise that GB is a donor as well as a recipient • Need some open debate: • The good and bad of migration • Should GB be taking pharmacists from countries with shortages of their own? • The individual’s right to migrate?

  16. What should GB be doing? • Employer responsibilities: • Awareness of situation in donor countries • Guard against exploitation and poor work conditions • Devise strategies for successful integration • Responsibilities of policy makers: • Raise awareness • Meaningful HR planning • Have a co-ordinated policy approach to the recruitment of foreign-trained pharmacists • Sign up to an ethical code of recruitment

  17. What should the professional body do? • Continue to invest in ‘workforce research’ – but more needed on migration patterns; and more on monitoring movement • Establish mechanisms to mitigate the adverse impact of migration on donor countries, eg: • Assist donor countries to expand their capacity to train and retain staff • Encourage ‘partnerships’ between countries of origin and GB

  18. Thank you Please visit our website: The Centre for Pharmacy Workforce Studies www.manchester.ac.uk/cpws

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