Research into converting overseas qualifications into UK equivalents

Transcription

1 Research int cnverting verseas qualificatins int UK equivalents Funded by the Birmingham, Black Cuntry and Slihull (BBCS) Lifelng Learning Netwrk (LLN) June 2008 Padmini Patel-Fentn Assistant Directr Widening Participatin The Open University Paul Smith Prspects Services Ltd and the Open University - 1 -

2 Prfile f the Research Team Paul Smith began his career in the cnstructin industry befre travelling and wrking verseas. On his return t the UK, Paul changed his career t wrk in infrmatin, advice and guidance and has wrked within these rles fr the Emplyment Service and Suth Birmingham Cllege. Paul is a prfessinally qualified career adviser and is currently wrking fr Prspects Services in the Black Cuntry. He is a researcher at the Open University and has cntributed t research n the experiences f yung Open University students in the West Midlands and als Aimhigher funded research n the perceived barriers t undertaking Higher Educatin in Secndary Schls within Sandwell. Paul has an interest in the infrmatin, advice and guidance needs f migrant wrkers. Padmini Patel-Fentn began her career with the Llyds Grup, prir t beginning a 20 year career in teaching, managing and develping bth vcatinal and academic curricula fr schls and within the FE and HE sectrs. Allied t her practitiner experience, Padmini has als cnducted a number f QAA reviews and has served n the NTO Accuntancy expert grup prviding advice n the develpment f Mdern Apprenticeships. Prir t jining the Open University, Padmini wrked fr five years at the Learning and Skills Cuncil in bth the reginal ffice in Birmingham and the Natinal Office. Whilst at the LSC, Padmini led three research prjects investigating the barriers t prgressin t HE frm the perspectives f a FE Partnership mdel, under-represented, lw sci ecnmic grups and wrkfrce upskilling. At the Natinal Office, Padmini led n HE plicy, shaped the LSC HE Strategy and was the lead fficer fr the LSC n initiatives such as Aimhigher and the Jint Prgressin Strategy, f which Lifelng Learning Netwrks frmed a significant part. Currently, Padmini is the Assistant Directr Widening Participatin at the Open University in the West Midlands. Acknwledgements The prject team wuld like t thank the Birmingham, Black Cuntry and Slihull (BBCS) Lifelng Learning Netwrk (LLN) and the Health, Care, Early Years and Educatin Prgressin Wrking Grup fr their supprt and advice thrughut the prject. Thanks are due t Maggi McKerrn f Vluntary Actin fr recruiting and hsting fcus grups fr migrant wrkers f Plish and Indian rigin and Delres Matadeen f Lyndel Hmes fr infrmatin n the Emplyer perspective. Thanks are als extended t Anne Saxn, University f Wlverhamptn, Danielle Carey, University Cllege Birmingham, Lindsey Bwes, Derby University, Elizabeth Wright, The Open University, Carline Williamsn, University f Birmingham and ur special thanks are extended t Antnina Rbinsn, Jb Centre Plus and Sheeja Cherian. Finally we wuld like t thank all the participants (migrant wrkers, emplyers and agencies) wh helped t make this prject happen by giving their time t the prject. 2

3 CONTENTS 1. EXECUTIVE SUMMARY CONTEXT INTRODUCTION METHODOLOGY KEY MESSAGES RECOMMENDATIONS INTRODUCTION Backgrund and cntext fr the research Aims and bjectives Methdlgy Reprt structure MIGRATION IN THE UK Histrical cntext Migrant wrkers t the UK Migrant Wrkers t the West Midlands Emplyment f migrant wrkers Qualificatin levels f migrant wrkers LITERATURE REVIEW Intrductin Frecast f future skills Barriers t the assimilatin f skilled migrant wrkers TRANSLATING QUALIFICATIONS The Eurpean cntext The UK cntext Occupatinal mdels fr cnverting qualificatins btained verseas CONSULTATION WITH KEY STAKEHOLDERS Emplyer perspective Migrant wrker perspective Participants in Plish migrant wrker fcus grup Participants in Indian migrant Wrker fcus grup Overseas Educatin Career aspiratins and mtivatin fr migratin t England Supprt t migrate and find wrk Wrking in England CONCLUSIONS AND RECOMMENDATIONS Literature Review Fcus Grup Key stakehlders Overall Cnclusins Key Messages Recmmendatins BIBLIOGRAPHY

4 APPENDIX 1: EDUCATION AND QUALIFICATION COMPARISON - KEY DIFFERENCES AND SIMILARITIES APPENDIX 2: COMPARING EDUCATIONAL PARTICIPATION AND PERFORMANCE APPENDIX 3: EDUCATION OVERVIEW SELECTED COUNTRIES APPENDIX 4: CASE STUDIES MAPPING JOURNEY

5 1. Executive Summary 1.1. Cntext The West Midlands has a ppulatin f arund 5.5 millin with Birmingham alne accunting fr just ver 1 millin. The percentage f ecnmically active adults qualified t at least NVQ Level 4 is 26.7% cmpared t a figure f 30.4% fr England as a whle (HEFCE, 2006). Changes in the regin s ecnmic base and demgraphic prfile are expected t lead t grwth in the prprtin f ccupatins that require qualificatins at level 3, 4 and 5 as well as increased demand fr key services in the Health, Care, Early Years and Educatin sectrs (Wrking Futures 2006). Changes in the regin s ecnmic base are expected t accentuate the skills gap identified by the Sectr Skills Cuncil which ptentially culd be filled by migrant wrkers with higher level skills and qualificatins frm verseas. This apprach relies n helping Migrant Wrkers participate in thse sectrs fr which they have been trained. Drawing upn this resurce wuld help t address the shrtage f skilled labur and cntribute t the prcess f integratin The West Midlands regin ver recent years has seen a rapid grwth in net migratins, particularly frm the A8 cuntries 1. The Ples fllwed by Indians accunt fr the largest natinal grup f migrants in the West Midlands 2. The changes in the ppulatin f West Midlands regin will impact n a range f service prviders and plicy develpers. This research aims t build n previus research, particularly by the Learning and Skills Cuncil and Advantage West Midlands by adpting a qualitative apprach t gathering insight frm individuals with verseas qualificatins currently in emplyment. This research is intended t infrm the develpment f a mdel t help migrant wrkers gain emplyment in the areas fr which they have verseas qualificatins Intrductin This research prject was funded by the Birmingham, Black Cuntry and Slihull Lifelng Learning Netwrk and presents the findings f research int the needs, challenges and experiences f peple with verseas qualificatins wh are seeking emplyment relevant t their level f qualificatins. The prject fcused n the Health, Early Years, Scial Care and Educatin sectrs The bjectives f the prject were: T help the prviders f educatin and training t better understand the experiences f migrant wrkers with verseas qualificatins, wanting t prgress their learning and seek emplyment fr which they are qualified. T identify the vcatinal and educatinal barriers faced by migrant wrkers with verseas qualificatins. T estimate the number f migrant wrkers wh are currently unable t transfer int the British framewrk at an apprpriate level. T help define the nature f supprt that migrant wrkers need t cnvert verseas qualificatins int UK equivalents and access emplyment that best utilises their skills. 1 Accessin 8 cuntries entering the EU in May 2004 Czech Republic, Estnia, Hungary, Latvia, Lithuania, Pland, Slvakia, and Slvenia. 2 The ecnmic impact f migrant wrkers in the West Midlands, Nvember

6 T help map the knwledge and skills ffered by migrant wrkers nt the gaps which currently exist r are frecast t appear in the Birmingham, Slihull and the Black Cuntry area. T infrm the develpment f a mdel in supprt f learners wh wish t cnvert their verseas qualificatins int UK equivalents Methdlgy The prject used a range f different research methds t infrm the study and included the fllwing: Identificatin and analysis f secndary data surces, including the review f relevant plicy, research literature, existing mdels r systems fr cnverting qualificatins as well as a frecast f future skills needs fr the Health, Care, Early Years and Educatin sectrs. The research fcused n Plish and Indian 3 migrant wrkers t cmpare and cntrast the experiences f migrant wrkers frm inside and utside the EU as well as the different qualificatin systems. The research fcused n individuals wh expressed intent t stay permanently in the UK, t participate fully in their chsen sectr f wrk and develp their skills. Cnsultatin in the frm f face t face and structured telephne interviews with key stakehlders representing: Emplyers Plicy develpers - Learning and Skills Cuncils, Advantage West Midlands, Sectr Skills Cuncils and the Gvernment Office West Midlands. Educatin and Training Prviders Organisatins set up t supprt peple with verseas qualificatins. Learners tw fcus grups were held with individuals wh have qualificatins frm India and Pland. Primary research t explre the views f migrant wrkers, emplyers and ther interested agencies Key Messages The key messages frm the reprt findings are: There are a limited number f studies that have sught t cmpare and cntrast the qualificatins f different grups f migrant wrkers. The research highlighted the difficulties in estimating the number f migrant wrkers as well as their qualificatins, with fficial figures ften underestimating the true picture. There is n single data surce that prvides a cmprehensive picture f the numbers and characteristics f migrant wrkers in the regin, an issue supprted by a number f similar studies in the field. Available statistical evidence suggests that migrant wrkers make a significant cntributin t the public administratin, educatin and health sectrs in terms f maintaining skills levels and filling staff shrtages. There is 3 The ecnmic impact f migrant wrkers in the West Midlands, Nvember 2007, identified Plish and Indian grups t be tp tw. 6

7 evidence t suggest that these sectrs will have future skill shrtages and that migrant wrkers culd help t fill thse gaps. In the research cnducted it has been fund that the prprtin f migrants with qualificatins at degree level r abve exceeded that f the West Midland wrking ppulatin. Arund 8.7% f migrant wrkers qualificatins equated t level 3 r equivalent qualificatins, and therefre ptential target grup fr the LLN and Aimhigher partnership. A significant prprtin f the qualificatins held by the migrant wrkers (51%) were classified as ther qualificatins, indicating that the qualificatins culd nt be matched t the UK equivalence. This grup culd benefit frm an Accreditatin f prir learning and attainment system. Differences in qualificatins structures in different cuntries and in translating qualificatins gained utside the UK t UK equivalents means there are prblems in making rbust cmparisn between the qualificatins f migrant wrkers and thse f the general ppulatin. Certain prfessinal qualificatins gained abrad including nursing, medicine and law are nt always recgnised and cnversin curses are necessary befre practising in the UK. In additin different prfessinal bdies such as the Nursing and Midwifery Cuncil have varius registratin requirements befre individuals can practise. The literature review and research has indicated the difficulties experienced by migrant wrkers in gaining recgnitin fr their verseas qualificatins with evidence t supprt the view that they end up wrking in lwer skilled jbs than they wuld in their hme cuntry. The research suggested that emplyers in the sectrs studied did nt recgnise verseas qualificatins. This may be due t the disparate range f qualificatins and systems migrant wrkers culd have studied and the lack f a mechanism by which emplyers culd assess the qualificatins. It is clear that sectr specific English language, is the single mst imprtant barrier t the shrt term integratin f migrant wrkers int the lcal ecnmy. The lnger term barrier is the prcess t cnvert their qualificatins int UK equivalents and thus enable their skills t be fully used in the West Midlands Recmmendatins A partnership apprach t helping migrant wrkers make better use f their skills and qualificatins seems essential. The partnership wuld need t include lcal emplyers, educatin and training prviders and cmmunity assciatins as well as lcal authrity services such as husing and benefits The partnership culd supprt the develpment f a reginal mdel that fcuses n the needs f specific grups f migrant wrkers t include: A single cmprehensive and easy t access surce f Infrmatin, Advice and Guidance IAG. This surce wuld include cmmn themes such as culture, access t emplyment agencies educatin systems and means tested benefits applicable t all migrant wrkers. In additin, sectr specific IAG t take accunt f sectr requirements, rganisatins and prfessinal bdies wuld be f value t migrant wrkers. 7

8 A c-rdinated rientatin/inductin prgramme develped by the prviders f educatin and training and emplyers t intrduce migrant wrkers t the culture f rganisatins in the sectr including the rules and regulatins that gvern wrking practices as well as the technical English language assciated with the sectr. The prgramme may als take int accunt specific skills such as presentatin skills and interview techniques. A develpment f a mdel designed t supprt migrant wrkers in putting tgether a prtfli f evidence that can be presented t educatin prviders, prfessinal bdies and ptential emplyers. The prtfli shuld include accreditatin f prir learning. A develpment f tl-kit t supprt advisers f IAG and Careers, emplyers, teachers, lecturers, and thers in psitin likely t prvide infrmatin, advice and guidance t peple with verseas qualificatins. A methd t mnitr and evaluate the value f this c-rdinated apprach by migrant wrkers and ptential emplyers. Practively prmtin f the availability and value f this c-rdinated apprach t the varius grups f migrant wrkers represented in the regin The funders and plicy develpers within the regin shuld encurage and facilitate the recgnitin f qualificatins and certificates frm abrad, in particular t help fill future skill gaps in the UK and West Midlands wrk frce Once the partnership mdel is develped with funding frm the Lifelng Learning Netwrk and ther agencies a lnger term sustainable funding mdel wuld need t be agreed. One methd culd be t create a partnership funded by partnership members. One f the activities f the partnership culd include a develpment and implementatin f an Accreditatin f Prir Learning and Attainment system LLN culd facilitate a pilt prject designed t supprt migrant wrkers with level three qualificatins t access higher educatin The partnership culd press fr the speedier delivery f a single natinal unified framewrk fr matching and cmparing verseas qualificatins with UK qualificatins. 8

9 2. Intrductin The Health, Care, Early Years and Educatin Prgressin Wrking Grup submitted a prpsal t the Lifelng Learning Netwrk (LLN) Management Steering Cmmittee fr a prject t undertake research int the number and needs f peple with verseas qualificatins wh wuld, by cnverting their qualificatins int UK equivalents, be able t prgress their educatin and imprve their emplyability skills. The prpsal was apprved. The Open University in the West Midlands undertk the wrk and prduced this reprt based n the key findings Backgrund and cntext fr the research The West Midlands has a ppulatin f arund 5.5 millin, with Birmingham alne accunting fr just ver 1 millin. The percentage f ecnmically active adults qualified t at least NVQ Level 4 is 26.8 %, cmpared t a figure f 30.4% fr England as a whle (HEFCE, 2006). Changes in the regin s ecnmic base and demgraphic prfile are expected t lead t grwth in the prprtin f ccupatins that require qualificatins at level 3, 4 and 5 and increased demand fr key services in the Health, Care, Early Years and Educatin sectrs (Wrking Futures 2006) The imprtance f imprving higher level skills in the UK wrkfrce was acknwledged in the Leitch Review f Skills (2005). Leitch prpses the intrductin f stretching targets which include ensuring that mre than 40% f the adult ppulatin have qualificatins at Level 4 and abve by Hwever, Leitch als recgnises that grwth f this nature cannt be achieved slely thrugh expansin f the current Higher Educatin system Migrant wrkers represent ne pssible slutin t the regin s grwing skills gaps in the Health, Care, Early Years and Educatin sectrs. Many amngst a grwing pl f migrant wrkers residing in the West Midlands pssess higher level skills and qualificatins frm verseas. Hwever, they are nt always able t participate in thse sectrs fr which they have been trained because f prblems cnverting their qualificatins int UK equivalents Aims and bjectives Equivalences between verseas and UK qualificatins are readily available frm the Natinal Recgnitin Infrmatin Centre (NARIC). What is nt s clear is hw migrants can make gd any shrtfall in knwledge, skills, cntextual understanding and frmal accreditatin. In rder t examine these issues and infrm the develpment f a mdel at stage tw 4 t enable migrants with verseas qualificatins t cntinue t prgress their learning and access level f emplyment cmmensurate with level f qualificatins The bjectives f the prject were: T help the prviders f educatin and training t better understand the experiences f migrant wrkers with verseas qualificatins wanting t prgress their learning and seek emplyment fr which they are qualified. T identify the vcatinal and educatinal barriers faced by migrant wrkers with verseas qualificatins. 4 The prpsal fr this study was submitted in tw parts, part ne being this study and part tw the develpment f a mdel t supprt learners with verseas qualificatins cnverting them int UK equivalent. 9

10 T estimate the number f migrant wrkers wh are currently unable t transfer int the British framewrk at an apprpriate level. T help define the nature f supprt that migrant wrkers need t cnvert verseas qualificatins int UK equivalents and access emplyment that best utilises their skills. T help map the knwledge and skills ffered by migrant wrkers nt the gaps which currently exist r are frecast t appear in the Birmingham, Slihull and the Black Cuntry area. T infrm the develpment f a mdel in supprt f learners wh wish t cnvert their verseas qualificatins int UK equivalents Methdlgy The research prject utilised a range f different methds including: (i) Identificatin and analysis f secndary data surces: A desk tp review f relevant literature and current plicy n the educatin and training needs f the migrant wrkers, including a cmparisn f the UK educatin system with at ne ther cuntry within the EC and ne cuntry utside the EC. A review f existing mdels r systems fr cnverting verseas qualificatins in the Health, Care, Early Years and Educatin sectr int UK equivalents. A frecast f future skills needs relevant t Health, Care, Early Years and Educatin sectrs. (ii) Cnsultatin with key stakehlders. Structured interviews were cnducted face-t-face and ver the telephne with key stakehlders representing: Majr emplyers - Health, Care, Early Years and Educatin. Plicy develpers Learning and Skills Cuncil, Advantage West Midlands, Sectr Skills Cuncils and the Gvernment Office West Midlands. Educatin and training prviders Higher Educatin Institutins, Further Educatin Clleges and training prviders. Organisatins set up t match the verseas qualificatin with study prgrammes. (iii) Cnsultatin with learners. Tw fcus grups were cnducted with migrants with Plish and Indian backgrunds respectively wh had verseas qualificatins and wh wished t wrk and/r were wrking in the prfessin fr which they were trained. 10

11 (iv) In-depth case studies. A sub-sample f individuals wh tk part in the fcus grups were identified and invited t cntribute t case studies designed t further explre the key issues raised in the literature review and evaluate these in the light f participants wn day-t-day experiences. 2.4 Reprt structure This reprt is set ut in 5 further sectins: Sectin 3: Immigratin in the UK. This sectin briefly utlines the histry f immigratin in the UK. It then prvides a detailed examinatin f existing statistical data n recent migratin t the UK and the West Midlands regin and the emplyment and qualificatin levels f migrant wrkers. Sectin 4: Literature Review. This sectin prvides a frecast f future skills in the Health, Care, Early Years and Educatin sectrs. It then explres the existing research literature and plicy dcumentatin n the educatin and training f migrant wrkers. Sectin 5: Translating Qualificatins. This sectin examines recent Eurpean and dmestic develpments, plicies and prcedures fr cnverting verseas qualificatins and UK equivalencies. Examples f existing ccupatinal mdels are prvided. Sectin 6: Cnsultatin with Key Stakehlders. This sectin presents the issues raised during interviews and fcus grups with key stakehlders Sectin 7: Cnclusins and Recmmendatins. 11

12 3. Immigratin in the UK 3.1. Histrical Cntext Large scale immigratin is nt a new phenmenn t the UK and the West Midlands in particular. The UK has experienced waves f immigratin frm arund the wrld. Ecnmic migratin n a mass scale was experienced frm the late 1940s with the arrival f peple frm the Caribbean and the Indian subcntinent. The migrant wrkfrce residing in the UK nw encmpasses refugees and ther peple frm cuntries ranging frm Ireland, thrugh the Cmmnwealth and ld Eurpean Unin, t the Accessin 8 cuntries Since the end f the Secnd Wrld War there has been a cnsiderable mvement f peple migrating frm Pland t Britain. This was initially a result f wartime displacement and deprtatin (the Plish Resettlement Act, 1947 allwed Plish servicemen t dembilize and resettle in Britain). Hwever, migratin cntinued during the Cld War in spite f heavy restrictins and, after the cllapse f the cmmunist regime in 1989, pst-scialist ecnmic migratin was cmmn amngst thse wishing t escape the ecnmic uncertainty f a transitining cuntry. After the accessin f Pland int the Eurpean Unin in 2004 there has been increased migratin f Plish wrkers int Britain, the majrity f these being yung, and a significant prprtin being highly skilled This research cmes at a time when the UK is implementing a new five-tier pints-based immigratin system t encmpass all emplyment, student, and training-based immigratin int the cuntry. Tier 1 fr General Highly Skilled Migrants is expected t be fully implemented by summer f Currently, nn-eurpean Unin freigners already in the UK wh wish t stay in the cuntry as highly skilled migrant must apply under the new Tier 1 rules. As frm 01 April 2008, the new rules will cme int effect fr highly skilled applicants frm India. Smetime during the summer f 2008, the rest f the wrld will fllw Migrant Wrkers t the UK Accrding t latest Natinal Statistics n Natinal Insurance allcatins t verseas natinals entering the UK (2006/07), there were 713,000 ttal registratins in 2006/07 an increase f 51,000 (8%) n 2005/ There were 223,000 registratins made f Plish natinals in 2006/07. Pland is the largest cntributr with 68% f ttal registratins frm the Accessin (A8) natins and 49,300 registratins were frm India. Pland and India are ranked as the tp tw cuntries fr each year f registratin since 2004/ Migrant wrkers frm the eight Central and East Eurpean cuntries acceding t the EU in May 2004 (A8 cuntries) are mre bradly spread acrss the UK than traditinal migrant grups. The UK was the nly large Eurpean cuntry nt t apply restrictins n access t its labur market by A8 Natinals, althugh it des require migrants t register as part f the Wrker Registratin Scheme. Between May 2004 and March 2007, 556,545 peple frm these cuntries were registered n the Wrker Registratin Scheme (Natinal Statistics, 2007) Green et al, (2007) demnstrated that Plish wrkers are disprprtinately cncentrated in perative and elementary ccupatins in cmplete cntrast t peple f Indian backgrund that are mre likely t be cncentrated in prfessinal, managerial and assciate prfessinal ccupatins. It is clear that 12

13 substantial numbers f migrants have previusly wrked in ccupatins demanding higher skill levels (Green et al, 2007, p5) Migrant Wrkers t the West Midlands Accrding t the Labur Frce Survey 2006 there were 122,000 nn UK natinals in emplyment in the regin as at summer 2006; this represents 4.9% f ttal emplyment f nn UK natinals in the UK. Statistical data drawn frm a study f the Ecnmic Impact f Migrant Wrkers in the West Midlands (Green et al, 2007) analysed Natinal Insurance data frm the Department fr Wrk and Pensins. Table 1 shws the Natinal Insurance (NIN) registratin f verseas natinals fr the West Midlands was 48,030 peple in 2006/07, which represents 6.7% f the NIN registratin f UK verseas natinals 713,000 peple. Table 1 als illustrates the prfile f NIN registratins in the Birmingham, Black Cuntry areas and ther 28 areas f the West Midlands. Of these 48,030 peple 81% were under the age f 35, 55% were male and 45% female. It als shws that 52.7% f these NIN registratins were frm Other Natinality Migrants in 2006/07. Plish wrkers cmprised 38.73% f the 48,030 registratins f all verseas natinals in the regin. This figure is fur times higher than the cuntry, with the next highest number f migrant registratins, India at 8.8%. Table 1: Natinal Insurance (NIN) Registratins Nn UK Residents in 2006/7 West Midlands Regin Area Ttal Plish India West Midlands Other Migrants 48,030 18,600 4,130 25, % 38.73% 8.60% 52.7% Birmingham Slihull Dudley Sandwell Walsall Wlverhamptn Other West Midands Areas 14,550 4,310 1,280 8, % 29.62% 8.80% 61.58% % 26.03% 13.70% 60.27% % 26.67% 6.67% 66.67% 3,380 1, , % 41.42% 15.68% 42.90% 1, % 31.65% 13.67% 54.68% % 26.03% 13.70% 60.27% 26,350 11,860 1,870 12, % 45.01% 7.10% 47.89% Surce: Department fr Wrk and Pensins (2007) 13

14 3.4. Emplyment f migrant wrkers Large numbers f freign natinals enter the UK and take up psts in prfessinal and managerial rles. The Health, Care and Educatin sectrs are shwn t be mre reliant n migrant wrkers than thers (TUC, 2003), with the bulk f them cming frm develping cuntries in the sub-saharan Africa and suth-east Asia In 2003/4, the British Medical Assciatin (BMA) register shwed that 18,006 dctrs and 34,627 additinal nurses and midwives registered, f which 14,122 (40%) came frm utside the UK. Accrding t the West Midlands Strategic Migratin Partnership (2007) 58% f new dctrs, 40% f new dentists, 1500 teachers and 12,700 care wrkers were brn verseas Accrding t the BMA, ne in three dctrs, ne in six dentists and ne in ten nurses were trained verseas. Since 1997, there have been an aggregate ttal f mre than 80,000 verseas nurses admitted t the UK register The BMA has called n the UK t achieve self sufficiency in their health care wrkfrces, but drawing upn freign wrkers has saved the Natinal Health Service (NHS) time and mney in meeting perfrmance targets withut having t wait fr dmestic labur t be educated and trained in the UK. Table 2: Prprtin f freign-brn cmpared t UK brn wrkers in the Public Admin, Educatin and Health Sectrs Emplyment Sectr UK Brn A8 Freign Brn Other Freign Brn Agriculture and Fishing 1% 1% - Energy and Water 1% - - Manufacturing 13% 21% 10% Cnstructin 9% 14% 3% Distributin, Htels and Restaurants 19% 24% 21% Transprt and Cmmunicatins 7% 10% 7% Banking, Finance and Insurance 16% 12% 20% Public Admin, Educatin and 29% 11% 32% Health Other Services 6% 8% 6% Ttal 100% 100% 100% Surce: Labur Frce Survey

15 Prprtin f Freign-Brn cmpared t UK Brn wrkers in the Public Admin, Educatin and Health Sectrs 35% 30% 25% 20% 15% 10% 5% 0% UK Brn A8 Freign Brn Other Freign Brn Agriculture + Fishin g Ene rgy + Water Manu facturing Cnstru ctin Distributin, Htels + Restaurants Tra nsprt + Cmmunicatins Ban king, Finance + Insurance Pub Admin, Edu catin + He alth Other Services Surce: Labur Frce Survey Table 2, illustrated in the graph abve, shws that there are mre Other Freign brn peple emplyed within the Public administratin, Educatin and Health sectrs than either UK brn r A8 Freign brn peple A8 Freign brn peple have the highest representatin in three sectrs namely Manufacturing, Distributin Htels and Restaurants, Transprt and Cmmunicatin Banking, Finance and Insurance sectr is the nly sectr with mre UK brn peple emplyed than A8 Freign brn r Other Freign brn peple Table 3, belw shws that the 76.59% f peple registered with the Wrkers Registratin Scheme (WRS) are emplyed as care assistants and hme carers, the mst significant ccupatin, which may reinfrce that a number f nurses with verseas qualificatins wrk as care assistants and hme carers The ttal number registered with the WRS between May 2004 t March 2007, were 556,545 peple f which 22,080 peple were emplyed in the tp 12 Occupatins within the Health, Care, Early Years and Educatin sectrs. 15

16 Table 3: Tp Twelve Occupatins in the Health, Care, Early Years and Educatin sectrs in the UK Occupatin Ttal Registratins Percentage Care Assistant and Hme Carers 16, % Childminder and Related Occupatins 1, % Teacher Assistant % Dctr (Hspital) % Nursing Auxiliaries and Assistants % Pharmacists/Pharmaclgist % Nursery Nurse % Dental Practitiner % Scial Wrker % Dental Nurse % Nurse % Researcher (Medical) % Ttal Surce: Brder and Immigratin Agency (2007), Accessin Mnitring Reprt A8 Cuntries, May 2004 March Qualificatin levels f migrant wrkers There are substantial differences in the UK educatin system and the systems in peratin in ther EU and nn-eu cuntries (see Appendices 1 t 3 fr a detailed cmparisn) and infrmatin n the qualificatin levels f migrant wrkers is very difficult t btain and cmpare Table 4 has been extracted frm a study undertaken by Cardiff University, which is f particular relevance t this study, as it helps t illustrate the level f qualificatins held by the migrant wrkers cmpared with the rest f the UK wrkfrce. The table shws that 51 percent f qualificatins held by the migrant wrkers were classed as thers, indicating difficulties in matching the qualificatin t UK equivalence. There may be a percentage f these learners with a level 3 equivalent qualificatin wh culd prgress int Higher Educatin but seek t g int emplyment. 8.7% f migrant wrkers have qualificatins equivalent t A level r ther level 3 qualificatins and with interventin such as advice and guidance culd be helped t vercme the barriers t accessing training and educatin prvisin (Green et al 2005). The LLN, ther netwrks and 16

17 gvernment agencies have an imprtant rle t play in facilitating access int and thrugh higher educatin by supprting the develpment f mdularised prvisin, transferable credits and flexible awards (Green et al 2005). Table 4: The qualificatin levels f migrant wrkers cmpared with the rest f the UK wrkfrce. Migrants % Britain Rest f Wrkfrce in Britain % Degree r equivalent Higher Educatin GCE A Level r equiv CSE grades A-C r equiv Other qualificatins N qualificatin Dn't knw Ttal Surce: Cam, S (2006) Migrant Wrkers in Wales - A Cmparisn between Wales and the Rest f Britain (%) Level f Qualificatins Degree r equivalent The qualificatin levels f migrant wrkers cmpared with the rest f the UK wrkfrce Higher educatin GCE A Level r equiv GCSE grades A-C r Equiv Other qualificatins N qualificatin Level f Qualificatins Dn't knw 0.7 Migrants Rest f Wrkfrce in Britain The West Midlands Reginal Survey frmed part f the research int the Ecnmic Impact f Migrant Wrkers in the West Midlands regin (Green et al, 2007). This survey fund (in terms f qualificatins) that the prprtin f 17

18 migrant wrkers with qualificatins at degree level r abve exceeded that f West Midland wrking ppulatin in the age range. Hwever, it is nted that this was a small survey s it is difficult t say hw qualificatins cmpare n a larger scale with the general ppulatin Frm the 399 individuals in the survey whse qualificatin culd be cded ut f the whle survey sample f 712 migrant wrkers, 24% have a qualificatin at degree level r equivalent cmpared t 16% f the West Midland wrking age ppulatin. Table 5: Cmparisn f Research (West Midlands and UK) Research Sample Ppulatin Upper Secndary Educatin (%) HE/ University Educatin (%) West Midlands Reginal Survey (2007) 399 N/K 24% Migrant Wrkers in Glucestershire (2007) N/K 35% 39% Migrant Wrkers in Fife Survey (2007) 900 A8 Wrkers 30% Dynamics f Migrant Labur in Suth Linclnshire 692 Migrant Wrkers 40.6% 26.3% Surces: Fife Research Crdinatin Grup (2008) Migrant Wrkers in Fife Survey 2007 Migrant Wrkers in Glucestershire (2007) Glucestershire Cunty Cuncil Emplyer Survey f 3,619 Tirzite A and Zarnaite D (2006) The Dynamics f Migrant Labur in Suth Linclnshire, Suth Hlland District Cuncil West Midlands Reginal Survey (2007) 399 individual qualificatins cded frm ttal survey f

19 4. Literature Review The language barrier means that I can t explain my qualificatins t ptential emplyers I m a trained Nurse in Pland but I am unable t translate my qualificatins t wrk in an English hspital s I ve ended up wrking as a Care Assistant NARIC (Natinal Recgnitin Infrmatin Centre) nt very helpful I can t wrk in the UK as a plumber as my qualificatin is nt recgnised Respnses frm Research by Glucestershire Cunty Cuncil (2007) 4.1 Intrductin This review f plicy and existing research literature first prvides an verview f the likely future skills needs f the Health, Care, Early Years and Educatin sectrs. It then prvides an verview f the difficulties migrant wrkers face when seeking emplyment in these sectrs and getting their qualificatins frmally recgnised in the UK. There is significant amunt f infrmatin n migrant wrkers and this review nly addresses what is relevant t this research, i.e. studies that relate t qualificatins with a fcus n migrants wh wish t enter ccupatins within the Heath, Care, Early Years and Educatin sectr The ecnmic grwth f the West Midlands in cmparisn is belw that f the ther regins f the UK and the rest f the Eurpe. A range f factrs, fr example levels f prductivity investments, pckets f higher deprivatin, lw retentin f graduates, the cntinued reliance n traditinal industry such as agriculture and high prprtin f the wrkfrce are nt educated t higher level. 4.2 Frecast f future skills Health and Care Sectr The Natinal Guidance Research Frum website (NGRF, 2005) states that after a rapid increase in emplyment during the 1980s and early 1990s, grwth rates in the health and scial care sectr have slwed dwn. Hwever, cntinued jb increases are frecast until 2012 at a rate f 1% per annum. This is the furth highest grwth rate amngst 25 sectrs. These prjectins d nt take int accunt plicy-driven changes within the sectr and may therefre be an underestimatin given the targeted wrkfrce expansin. The Skills fr Health Sectr Skills Cuncil cvers the whle Health Sectr (NHS, independent and vluntary emplyers). The Skills fr Health reprt (2003) states that the Health Sectr is a large and cmplex sectr with a wide range f bth emplyers and ccupatins. There is steady grwth in the wrkfrce and this grwth is set t cntinue, but there is substantial change in the mix f skills emplyed at the pint f delivery. The sectr s future requirement fr skills falls int tw categries, a significant increase in the number f staff required and a changing skill base within the sectr. A cmbinatin f replacement demand and grwth will necessitate replacing ver 80% f the existing prfessinal and assistant prfessinal wrkfrce. 19

20 Hwever, the supply f labur has nt kept up with demand. Staff shrtages and recruitment prblems in scial care are widespread with lw pay, lack f career prgressin pprtunities and image prblems playing a key rle. The Eurpean Care Licence (ECL) is scheduled t be launched in Octber 2008 and may help migrant wrkers cming t wrk in the care sectr in England t have the right training fr the jb Early Years Sectr The key prjectins cntained in the Wrking Futures reprt (2006) state that the cmpsitin f emplyment in the sectr is prjected t remain fairly cnstant ver the next decade, with a wrkfrce that is 85% female and 50% part-time by Emplyment within the sectr suffers frm a cntradictin. The sectr prvides care and educatin in a very frmative perid f in child s develpment. Therefre, it is vital that staffs wrking with babies and children are well trained. Paradxically, the early year s sectr has experienced heavy underinvestment in the past. It is regarded as a lw paid sectr with lw levels f qualificatins, high staff turnver and grwing difficulties in recruitment. Since the intrductin f the Natinal Childcare Strategy in 1997, the sectr has massively increased in size. It has been estimated that the UK children's day care nurseries market was wrth 2.7 billin in The children's nurseries market has grwn rapidly in the last 10 years, and is nw mre than seven times the size (in nminal terms) than at the end f the 1980s Educatin and Training Sectr The UK educatin and training sectr is cmplex, large and diverse delivered thrugh, early years, nursery, primary and secndary schl educatin, further educatin, private training, higher educatin, wrkplace and adult learning. The fur UK natins, England, Sctland, Wales and Ireland d nt share the same funding and planning structure. Rapid technlgical change has cntributed t raising the pririty that Gvernment has assigned t bth cmpulsry and pst-cmpulsry educatin, within lng-term ecnmic develpment strategies. Educatin as a sectr has experienced an underlying grwth in wrkfrce terms since the 1970s, and this has been accelerated by the present Gvernment s public plicy cmmitments. Fr instance, in cmpulsry educatin a range f incentives t increase the number f peple applying t train as teachers are encuraging peple int the prfessin. These incentives include increases in basic pay f new teachers, training bursaries and bnuses fr teachers in subjects where there is an acute shrtage. Replacement demands in the educatin sectr as a whle far utweigh the prjected expansin demands in this industry (There will be a need t replace ver 40% f the wrkfrce by 2017). Therefre, the number f jbs is expected t remain stable ver the next 10 years. 20

21 4.3 Barriers t the assimilatin f skilled migrant wrkers As nted previusly, migrant wrkers culd help the UK meet future demand fr skills in the key sectrs utlined abve. Hwever, despite develpments at the Eurpean level and the existence f UK-based translatin services such as NARIC, research indicates that the migrant wrker ppulatin is plarised in terms f educatin and UK emplyment. A mismatch exists between recgnised UK and internatinal qualificatins and as a result many migrant wrkers are underemplyed. Haque (2002), McKay (2005), Currie (2007) and Mackenzie and Frde (2007) suggest that migrants suffer de-skilling because the UK fails t recgnise migrants in terms f their skills and qualificatins Battu and Slane (2002) stated that freign qualificatins are less well rewarded in the UK than in freign natinals cuntries f rigin. Prspects f high pay and training are ne reasn migrants seek emplyment in the UK. Hwever, they are ften faced with the realisatin that their freign qualificatins are nt recgnised, and they end up wrking in lwer skilled jbs than they wuld in their hme cuntries Dench et al. (2006) and the Audit Cmmissin (2007) undertk research int the difficulties experienced by migrant wrkers seeking recgnitin fr their verseas qualificatins. They cncluded that the lack f recgnitin may be due in part t emplyers wh either d nt recgnise r d nt value the qualificatins that migrant wrkers have. Research cnducted by the Learning and Skills Cuncil (2006) suggested that there was ptential r scpe t prvide emplyers with assistance in translating freign qualificatins int UK equivalents. TUC (2007) highlights a lack f awareness amng emplyers abut the skills and qualificatins migrant wrkers can ffer them, and a systematic failure t emply migrants in jbs that allw them bth t use their existing skills and learn new nes t enable their careers t prgress One ptential area f cncern is that almst all f the migrant wrkers hme cuntries utrank the UK in terms f length f time in educatin, but nt all grups seem able t translate this int psitive labur market utcmes. Sme grups, such as the Plish brn, may be wrking several levels dwn frm their wn skills level (Andersn et al, 2006) due t the temprary nature f their migratin. Mre cncerning is the fact that ther, mre settled grups appear t be unable t access jbs at a level cmmensurate with their levels f educatin, which is pssibly an indicatr f discriminatin in the labur market Sectr Skills Cuncils (SSCs) Sectr Skills Cuncils (SSCs) have been set up t decide hw training is delivered and funded in the UK. There are currently 25 SSCs cvering all sectrs f the ecnmy frm textiles thrugh finance t IT. They are independent, emplyer-led rganisatins that actively invlve trade unins, prfessinal bdies and ther key stakehlders. SSCs prvide emplyers with a unique frum t express the skills and prductivity needs that are pertinent t their sectr. Tgether, the SSCs cver apprximately 89 per cent f the UK wrkfrce. NARIC prvides infrmatin n qualificatins frm 183 cuntries and can help recruit migrant wrkers int jbs that reflect their skills. Hwever, research cnducted by the TUC (2007) reprted that 75 per cent f the SSCs and reginal chambers f cmmerce interviewed were making little use f the service. The main exceptin was the cnstructin industry ( 21

22 4.3.2 Language and ther skill gaps The categry f aspiring migrant was given t wrkers wh were perceived as being either skilled r qualified prfessinals in their wn cuntries but lacking the English language skills r transferable qualificatins t practice their prfessin in the UK. Often these aspiring migrants take n lw skilled r unskilled jbs while they imprve their English r gain the necessary qualificatin. A finding frm the West Midlands Migrant Wrker survey (Green et al, 2007) was the imprtance f fluency in the English language fr emplyment prgressin and that there is scpe fr emplyers t make better use f the skills f aspiring migrants. It was stated that Plish migrants were mre likely than average t reprt receiving help with imprving their English in cmparisn with migrants f Indian rigin wh were mst likely t say they are fluent in English. Research indicates that it is nt just a lack f English language skills that face aspiring migrants. Fr instance, the LSC (2006) fund that migrant dctrs ften had t adjust t stricter practices r specific NHS prtcls. Emplyers reprted a tendency by these emplyees t return t their hme cuntry nce trained in UK practice Recruitment and emplyment practices Research suggests that many migrants d nt understand what labur market and vacancy infrmatin is available and frm where (LSC, 2007). Research highlights the prevalence f recruitment agencies in helping migrant wrkers t find emplyment and the incnsistent standards and practices in the treatment f migrants by these agencies. Hwever, migrants are increasingly likely t access wrk thrugh wrd f muth rather than thrugh mre traditinal r fficial rutes such as Jbcentre Plus. Emplyers indicated that whereas they initially may have used recruitment agencies r labur prviders t supply migrant wrkers, as their number in the wrkplace increased supply thrugh agencies was being replaced by wrd f muth recruitment directly t the wrkplace. Migrant wrkers expressed a definite preference fr direct emplyment. Research by Glucestershire Cunty Cuncil (2007), states that the main surces f infrmatin and supprt fr emplyers f migrant wrkers are central gvernment departments, the Inland Revenue, the internet and Jbcentre Plus. The Audit Cmmissin (2007) stated that sme emplyers and business rganisatins actively supprt their migrant wrkers. The Hme Office ( gives a series f case study examples n its website and pssible ways fr emplyers t supprt freign wrkers are included in a vluntary cde f practice n emplying migrant wrkers University admissins plicies We are aware that a prprtin f migrants want t gain equivalent UK qualificatins in their prfessin and/r have their verseas qualificatins recgnised. Where research seems lacking, hwever, is n hw migrants can make gd any shrtfall in qualificatins. Beynd English language skills, many migrants want t gain equivalent UK qualificatins fr their prfessin (Dench et al, 2006; the Audit Cmmissin, 2007). Hwever, their lack f knwledge abut the UK Higher Educatin 22

23 system and a lack f infrmatin are barriers that have the ptential t prevent many migrant wrkers accessing the UK Higher Educatin sectr and the Labur market. It is individual institutins f Higher Educatin that make the decisin regarding which internatinal qualificatins and English language prficiency they recgnize fr entry f verseas students. Hwever, frm 2008, the Internatinal Baccalaureate Diplma (IB) will be part f the qualificatins in the UCAS tariff. The IB diplma is an internatinal university entrance qualificatin, recgnised by Higher Educatin institutins in ver 100 cuntries. Diplma students have t fllw a brad range f subjects ver the tw years f the prgramme, but can at the same time specialise in thse subject areas f greatest interest t them. 23

24 5. Translating Qualificatins 5.1. The Eurpean Cntext The Eurpean Jb Mbility Prtal (EURES) states the imprtance f transparency and mutual recgnitin f qualificatins as a crucial cmplement t the free mvement f wrkers The pssibility f btaining recgnitin f ne s qualificatins and cmpetences can play a vital rle in the decisin t take up wrk in anther EU cuntry. It is therefre necessary t develp a Eurpean system that will guarantee the mutual acceptance f prfessinal cmpetences in different Member States. Only such a system will ensure that a lack f recgnitin f prfessinal qualificatins will nt becme an bstacle t wrkers mbility within the EU Fr the purpse f vercming the differences, the EU has set up a system fr the recgnitin f prfessinal qualificatins. Within the terms f this system, a distinctin is made between regulated prfessins (prfessins fr which certain qualificatins are legally required) and prfessins that are nt legally regulated in the hst member state Educatin and training systems in the EU member states still shw substantial differences. The last enlargements f the EU, with different educatinal traditins, have further increased this diversity. This calls fr a need t set up cmmn rules t guarantee recgnitin f cmpetences In rder t vercme the diversity f natinal qualificatin standards, educatinal methds and training structures, the Eurpean Cmmissin has put frward a series f instruments, aimed at ensuring better transparency and recgnitin f qualificatins bth fr academic and prfessinal purpses The Eurpean Qualificatins Framewrk (EQF) The Eurpean Qualificatins Framewrk is a key pririty fr the Eurpean Cmmissin in the prcess f recgnitin f prfessinal cmpetences. The main bjective f the framewrk is t create links between the different natinal qualificatin systems and guarantee a smth transfer and recgnitin f qualificatins. The EQF was frmally adpted by the Eurpean Cuncil n 14 February The EQF prpses that Member States relate their natinal qualificatins systems t the EQF by 2010 and that their qualificatins cntain a reference t the EQF by The framewrk will therefre enable individuals and emplyers t use the EQF as a reference tl t cmpare the qualificatins levels f different cuntries and different educatin and training systems, fr example vcatinal training and Higher Educatin The Eurpean Credit Transfer System (ECTS) The Eurpean Credit Transfer System aims at facilitating the recgnitin f perids f study abrad. Intrduced in 1989, it functins by describing an educatin prgramme and attaching credits t its cmpnents. It is a key cmplement t the highly acclaimed student mbility prgramme Erasmus. 24

25 5.1.3 Eurpass Eurpass is an instrument fr ensuring the transparency f prfessinal skills. The Eurpass system makes skills and qualificatins clearly and easily understd in the different parts f Eurpe. In every cuntry f the Eurpean Unin and the Eurpean Ecnmic Area, natinal Eurpass centres have been established as the primary cntact pints fr peple seeking infrmatin abut the Eurpass system The UK cntext The Natinal Recgnitin Infrmatin Centre (NARIC) prvides infrmatin with regard t equivalences between brad verseas and UK qualificatins. The UK NARIC is part f a netwrk f Natinal Academic Recgnitin Infrmatin Centres established in 1984 at the initiative f the Eurpean Cmmissin. Lcated in all EU Member States as well as in the cuntries f the Eurpean Ecnmic Area, NARICs play a vital rle the prcess f recgnitin f qualificatins in the EU. NARIC ffers a subscriptin based membership which gives individuals and rganisatins access t relevant databases. This means that individuals d nt have t wait fr respnses t individual queries and can be helped t understand what a respnse means. NARIC des have infrmatin fr rganisatins abut equivalencies in the ccupatinal sectrs f Childcare, Scial Care and Teaching but this is a subscriptin service csting between NARIC is a branch f the DfES and the nly fficial prvider n the cmparability f internatinal qualificatins UK Natinal Reference Pint (NRP) 5 prvides an assessment service fr prfessinals and thse wh hld verseas qualificatins, skilled wrker, trade and technician certificates with detailed infrmatin abut the cmparability f their wn internatinal qualificatins (fr example when cming ver t the UK t wrk r study). NRP can als ffer guidance t UK citizens ging verseas Migrant wrkers are cncentrated at the higher and lwer ends f the earning scale and many have the qualificatins and skills beynd thse needed fr the jbs they are ding. Migrant wrkers culd make a bigger cntributin t the UK ecnmy if their skills and qualificatins were recgnised by emplyers Occupatinal mdels fr cnverting qualificatins btained verseas The literature review identified examples f existing mdels fr cnverting qualificatins btained verseas fr sme ccupatins within the target sectrs f Heath, Care, Early Years and Educatin. The mdels are utlined belw Dentistry Dentists are skilled prfessinals wh diagnse and treat prblems that affect the teeth, muth and gums. There are arund 35,000 registered dentists in the UK. The majrity wrk in general dental practice and are usually selfemplyed. Arund 5,000 dentists are emplyed by the NHS in hspitals and as cmmunity dental fficers. Dentists are als emplyed by the Armed Frces, sme large rganisatins and universities. The number f dentists has grwn ver the past decade. There are als mre dental graduates, which has led t greater cmpetitin. Hwever, there is still a shrtage f NHS dentists in many lcal areas; ften the shrtages are in rural areas. 5 Further details refer t NRP s website 25

26 T practice in the UK, dentists need t gain a degree frm ne f the 14 dental schls. The standard degree prgramme lasts five years. The requirements vary, but applicants generally need at least three A levels, including chemistry and bilgy. Cmpetitin fr places is fierce. The British Dental Assciatin 6 (BDA) prvides infrmatin fr verseas dentists wh wish t wrk in the UK. The EU/EEA dental qualificatins held by the natinals f EU/EEA member states, give eligibility t apply fr registratin with the General Dental Cuncil (GDC). Once registered EU/EEA dentists can practice withut restrictin in the UK. There is a language requirement fr thse wishing t wrk in the NHS General Dental Services. Outside the EU/EEA, the GDC recgnises certain dental qualificatins gained in 2000 r befre as being eligible fr registratin. These are qualificatins gained in Australia, Hng Kng, Malaysia ( and University f Malaya nly), New Zealand, Singapre and mst Suth African dental schls. Dentists frm these cuntries must cntact the GDC fr advice n their eligibility. If a Dentist has a qualificatin frm ne f the cuntries that are nt eligible fr registratin, they will need t take an additinal examinatin in the UK. Dentists wh have qualified abrad cntribute a significant amunt t NHS dentistry in England they nw make up 20% f all dentists with Pland cntributing the largest share f new dentists, making up 17% f all new entrants (Skills fr Health, 2007) Nursing and Midwifery Nurses are an essential part f a UK healthcare team. They wrk with patients wh are ill r injured r wh have prblems due t age r disability. As well as prviding care fr patients and supprting their treatment and recvery, nurses give supprt and advice t patients' families and carers. They als prmte gd health. There are arund 670,000 nurses in the UK. The majrity are emplyed by the NHS. There are als pprtunities in private healthcare, nursing agencies and residential hmes, charities and vluntary rganisatins. Nurses must hld a degree r diplma in nursing recgnised by the Nursing and Midwifery Cuncil (NMC). These are ffered at universities and clleges thrughut the UK. Each university decides n its wn academic entry requirements, but all applicants must demnstrate ability in literacy and numeracy, and prvide evidence f gd health and gd character. Midwives care fr mthers and their babies during pregnancy, birth and while the baby is still very yung. They are actively engaged in prmting wider issues arund public health. They als play an imprtant part in advising and supprting partners and ther family members, making sure that everyne is prepared fr the arrival f the new baby. There are arund 43,000 midwives practicing thrughut the UK. Wrk lcatins range frm inner city hspitals t cmmunity health services in rural areas. Mst midwives are emplyed by the NHS, but there are als pprtunities with private healthcare cmpanies and in the Armed Frces. There may be pprtunities t becme self-emplyed. There are arund 43,000 midwives practicing thrughut the UK. Wrk lcatins range frm inner city hspitals t cmmunity health services in rural areas. 6 Refer t the BDA website fr further infrmatin 26

27 T becme a midwife, candidates must have either a diplma r a degree in midwifery. Diplma and degree curses last either three r fur years full time and cmbine theretical backgrund with hands-n practical experience. Lnger, part-time curses are available at sme universities fr staff emplyed in supprt rles. Mdules studied include bilgical sciences, applied scilgy and psychlgy, and prfessinal practice. The Nursing and Midwifery Cuncil ( prvides infrmatin fr nurses and midwives registered in Eurpean Unin (EU) cuntries wanting t wrk in the UK, and UK registered nurses and midwives wanting t wrk in the EU. The EU has agreed minimum standards that nurses respnsible fr general care (adult nursing in the UK) and midwifes must meet in rder t be registered. This framewrk apprach is set ut in the Recgnitin f Prfessinal Qualificatins Directive 2005/36/EC. This means that nurses and midwives qualified verseas can check nline if they meet the requirements fr autmatic recgnitin f their qualificatin. If there are significant differences between the qualificatins the NMC will invite verseas qualified nurses and midwives t make up the differences thrugh a perid f adaptatin r thrugh an aptitude test. The level f English language f all prspective emplyees must meet the requirements f the IELTS test (Internatinal English testing) at level 7.0. Statistical analysis f the Nursing and Midwifery Cuncil (2007) register indicated that India is first in the tp 25 f cuntries frm which nurses and midwives were admitted t the register in 2006/07 with 50% f all admissins frm India (2,436 admissins). Frm EU/EEA cuntries Pland (578 admissins) represented 39% f all EU/EEA admissins. Hwever, accrding t the Nursing and Midwifery Cuncil (NMC), in the year ending 31 March 2004, nly ne in three (14,122 peple) f the 41,406 verseas trained nurses and midwives wh applied fr registratin were accepted Scial Wrk Scial wrkers wrk with peple wh need help and supprt at times in their lives. This may include wrking with children, families, lder peple, peple with mental health issues and peple with physical r learning difficulties, r sensry impairment. There are ver 100,000 registered scial wrkers in the UK. Althugh this number has grwn there is still a shrtage, particularly in Lndn and sutheast England. Becming a scial wrker requires an accredited hnurs degree r pstgraduate degree in scial wrk fllwed by registratin with the General Scial Care Cuncil in England, the Care Cuncil fr Wales, the Nrthern Ireland Scial Care Cuncil r with the Scttish Scial Services Cuncil. The scial wrk recruitment website ( directs peple frm verseas t the General Scial Care Cuncil (GSCC) website. All scial wrkers practising in England must be registered with the General Scial Care Cuncil (GSCC). If qualified abrad, in rder t be registered, verseas wrkers must meet criteria n qualificatins, health and gd character. In additin their qualificatin will be assessed t make sure it meets the requirements f the mst recent UK-recgnised qualificatin. This is knwn as the equivalency prcedure. If they are a natinal f an EU/EEA cuntry r Switzerland, their applicatin fr registratin will be prcessed accrding t the EU Directive 92/51/EEC n the recgnitin f prfessinal qualificatin. 27

28 5.3.4 Teaching Schl teachers play an essential part in helping children and yung peple t acquire and develp the knwledge and skills they will need in later life. The wrk invlves building relatinships that encurage pupils t learn and fulfill their ptential. Primary schl teachers usually teach ne class in all subjects, while secndary schl teachers usually teach ne r tw subjects t different classes. Over 485,000 teachers wrk in state-maintained schls in England, Wales and Sctland and are emplyed by lcal authrities. There are als pprtunities t wrk in sixth frm clleges, city academies and technlgy clleges, independent schls and nn-maintained special schls. Teaching is an increasingly ppular career fr students and career changers. Hwever, there are still gd pprtunities t enter the prfessin and there remains a shrtage f teachers in certain subjects. T teach in a state-maintained schl and in many ther institutins, candidates must have Qualified Teacher Status (QTS) in England and Wales. A number f degrees and pstgraduate qualificatins (and, in England, wrkbased qualificatins) are available. Entry requirements vary, but include specific qualificatins in English and Maths, and experience f wrking with children. Mst entry rutes require applicants t have a degree. Infrmatin n teaching is readily available via the Training and Develpment Agency fr Schls website ( The website states that if a migrant wrker is qualified as a teacher inside the EU, mbility laws apply and they can access teaching psitins in the same way as 'hme' trained teachers. EEA natinal s wh are recgnised as qualified schl teachers in an EEA member state, may apply fr Qualified Teacher Status (QTS) in England under the terms f Cuncil Directive 89/48/EEC, withut the need fr further training. If smene is qualified as a teacher verseas but utside the EEA, they may be eligible t wrk in England as a temprary teacher withut qualified teacher status (QTS) fr up t fur years. This prgramme is currently available in England nly and they are referred t the General Teaching Cuncil fr England (GTCE) website. Once the migrant wrker has fund a teaching psitin in a schl, the Overseas Trained Teacher Prgramme (OTTP) will prvide them with their wn individual training and assessment prgramme which will ultimately lead t a qualificatin t teach in England permanently. Accrding t the DFES (2007), verseas trained teachers prvide arund 11,000 teachers t England, apprximately 2.5% f the teaching wrkfrce. 28

29 6. Cnsultatin with key stakehlders 6.1. Emplyer Perspective The fllwing tw case studies help t explain the emplyer s perspective f emplying peple with verseas qualificatins and illustrate sme f the issues faced by emplyers experiencing skills shrtages. Lyndel Hmes, Handswrth prviding care fr lder peple The wner Delres Matadeen is respnsible fr three hmes caring fr a ttal f 42 peple and emplying 42 staff. She strives t ensure her staffs are knwledgeable carers with the ability t care fr a diverse range f peple. The hme has a pl f staff that can be drawn upn t meet the cultural, ethnic and religius needs f residents. Staffs are usually recruited thrugh the lcal Jbcentre. Hwever, the hme als ffers placements t students undertaking care curses at a lcal Further Educatin Cllege. Placements are vluntary and usually last fr ne year. Students wh demnstrate they have the ability t wrk in the care envirnment are nrmally ffered emplyment with the hme and the pprtunity t prgress n t NVQ level 4 in Management and Advanced Care. Delres has experienced prblems recruiting mtivated staff with the right attitude fr care wrk frm the UK. N UK wrker has applied fr a jb at the hme in ver tw years and Delres believes this is because f the stigma attached t wrking in care and the perceptin that it is hard and demanding wrk. Many f hme s staff are, therefre, recruited frm verseas and predminantly frm nn-eu cuntries. Hwever, in Delres experience, nn-eu migrants experience difficulties btaining wrk permits. Sme f the verseas wrkers emplyed in the hmes are qualified nurses and many are highly skilled. Hwever, it is cmmn fr migrant wrkers t have t cmplete NVQ level 2 and 3 in rder t gain entry int the UK higher educatin system and in sme instances staff have had t cmpletely retrain. There are different rules fr immigrants wishing t enter the UK frm different cuntries (particularly nn-eu) and Delres nted that sme students wishing t prgress int higher educatin have als experienced prblems because f their immigratin status. Delres feels that pr basic skills, especially English language, act as the biggest barrier t emplyment fr migrant wrkers. The lcal Further Educatin Cllege runs sessins fr all wrkers wishing t learn r imprve their spken and written English. Hwever, Mahmd believes that ESOL prgrammes need t be develped in rder t ensure learners understand the specific terminlgy used in the care sectr. In additin, sme migrant wrkers need additinal supprt t develp an appreciatin f the needs f culturally-diverse residents. Building Health Hub, Birmingham The Building Health Hub in Birmingham is invlved in recruitment n behalf f the NHS and ther rganisatins in the Health and Scial Care Sectr. Mahmd Ash explained that in his experience there has been a recent grwth in peple with verseas qualificatins lking fr wrk in the Health and Scial Care sectr. Mahmd explained that there are difficulties in recruiting fr vacancies and thse migrant wrkers with verseas nursing qualificatins are taking up these vacancies. He feels that althugh they are highly skilled there are cultural and language barriers that hinder them wrking in rles they are qualified fr. 29

30 6.2. Migrant wrker perspective During this research tw Migrant Wrker fcus grups were cnducted in rder t capture individuals experiences f emplyment within the Health, Care, Early Years and Educatin sectrs. Each grup had access t a translatr in rder t ensure all participants culd cntribute effectively t the discussin. The fcus grups were held at a Citizens Advice Bureau centre and the Open University West Midlands Reginal Centre. These venues were chsen n the basis that they were knwn t participants and easily accessible. The fcus grups were rganised in a way that enabled peple wh wrk shifts t participate Migrant wrkers are regarded as a hard t reach grup and cntacts were made thrugh a variety f surces. A ttal f six Plish participants attended the first grup and ten Indian participants attended the secnd grup. Researchers planned t cnduct a fcus grup f seven Plish dentistss and related jbs in Staffrdshire but fr unfreseen circumstances the emplyment agency withdrew the permissin at the last minute and therefre this fcus grup failed t materialise Tw hurs were allcated fr each fcus grup. The grups cnsisted f tw sessins f apprximately an hur split by an pprtunity t have refreshments. The aim was t ffer participants the pprtunity t discuss issues highlighted by the researchers, but als t raise and address issues they felt were imprtant t them At the utset, the facilitatr utlined the prpsed frmat fr the sessin and explained the purpse f the fcus grup and the remit f the research. Participants were assured f cnfidentiality and were tld that if they wished, certain pints wuld nt be recrded. The names f sme participants have nt been recrded t prtect their identity (at their request) Participants in Plish migrant wrker fcus grup Agnieszka Bchen (female, 38 years ld, and ne sn) arrived in the UK in She was previusly a Custms Brder Agent in Pland. She came t England in search f mre highly paid wrk. Agnieszka initially lived in Lndn but after a cuple f mnths mved away frm the capital. She is currently wrking as a cmmunity carer. She wuld like t attend cllege t d an interir design curse. Hwever, the cllege curse fees are an issue fr her. Anita Pichla (female, 31 years ld) arrived in the UK in Nvember Anita is a qualified nurse but was unable t gain wrk experience due t a shrtage f available places in Plish hspitals. Since arriving in the UK she has wrked as a hme carer in Wales and a carer in England. She wuld like t gain emplyment as a nurse. Hwever, it has taken fur mnths t translate her qualificatins frm Pland and she has experienced prblems with the Nursing and Midwifery Cuncil (NMC). Anita is planning t attend a return t practice prgramme that allws her t register with the NMC as a registered nurse. Marzena Jaksz, (female, 45 years ld) arrived in the UK apprximately tw years ag. She is a qualified nurse and previusly wrked as a senir nurse in Pland. She recently started wrk as a nurse in the UK but her jb largely invlves a mix f care assistant and nursing wrk. She has been attending cllege fr tw years studying English. 30

31 Marek Sek (male, 53 years ld) arrived in the UK in Octber Marek is a qualified teacher f engineering and has previusly run his wn business. He decidedd t cme t England because his ldest sn lives here. Marek spke very little English n arrival in the UK and has undertaken ESOL curses at a lcal cllege. He is currently emplyed as a delivery persn/van driver but wuld like t wrk as a teacher. Marek has seen a nextstep Adviser wh prvided him with sme infrmatin abut his Plish qualificatins and the UK equivalent. Janna Wickiewicz (knwn as Asia) (female, 27 years ld) is a qualified teacher. She arrived in the UK in August 2006 with her husband, having driven frm Pland t England with enugh fd and mney fr the first mnth. Asia has taken an ESOL curse at a lcal cllege and is currently a night shift general assistant at Tesc. She applied but was nt successful fr a teaching assistant jb wrking with Plish schl children. Asia saw a cllege careers adviser wh gave her infrmatin abut her Plish qualificatins frm NARIC. Asia desn t want t g back t see the careers adviser and knws that she must pay fr mre infrmatin abut her qualificatins frm NARIC Participants in Indian migrant wrker fcus grup The majrity f the grup were prfessinal medical staff wrking fr the NHS in the Birmingham and surrunding areas. Three members were emplyed in the Educatin sectr. Susan Philip Chaprathue (Female) arrived in the UK in 2005 lking fr a better lifestyle and educatin fr her children. Highly qualified with a PhD, MSc, and BSc in Physics and BEd in Physical Science. UKNARIC assessed all her qualificatins as cmparable t UK qualificatins with the exceptin f the BEd in Physical Science. As a result she undertk a teacher training qualificatin and is currently wrking in a lcal FE cllege as a lecturer teaching Physics, Science and Maths. In her feedback, Susan explained that althugh she was prficient in English she fund the different accents challenging and the different cultural attitudes twards wrk and lifestyles unfamiliar. Based n her experience Susan said an inductin prgramme that included wrk practices, culture and attitudes wuld have helped her mre easily integrate. Susan felt there were differences between being able t speak English and being able t cmmunicate effectively. Male, aged 45 arrived in the UK in 1996 fr further training and t imprve jb prspects. In India he successfully undertk an MBBS in Medicine, Surgery and Gynaeclgy and a DMRDD in Radilgy and Physics and is wrking as a Radilgist. He mved t the UK fr further training and emplyment. Whilst in the UK he undertk further studies and qualified as an MSc in Ultrasund and an FRCRI in Radilgy. He felt that he wuld have benefited frm interview training. Billey Graham Matthew arrived in the UK in 2005 lking fr emplyment and was qualified as an MSc in Chemistry with a PhD in Research in Bi-Physics. Whilst in the UK he undertk Further Educatin training specifically C&G 747 Stage 1 and 2 which enabled him t teach in sixth frm clleges in the UK. He is wrking as a Lecturer and Teacher f Chemistry at a sixth frm cllege in Birmingham. Billey 31

32 explained that the educatin system he experienced in India was very successfully fcused n students graduating with high levels f knwledge. Billey felt that an intrductin int the UK systems and culture wuld have benefited him. Dr Ajit Gmez arrived in the UK in 1996 with an MBBS qualificatin in Medicine and Surgery and DPM in Psychiatry. He undertk further study in the UK in Psychiatry and is wrking as a Cnsultant Psychiatrist. Ajit was recruited frm India as part f the UK Overseas Dctrs training scheme. He explained that the prtcls and guidelines were well established in the UK which meant any new wrker needed t be familiar with these. Ajit added that the UK ffered a secnd chance t mature learners which was nt s cmmn in India. He suggested that an rientatin prgramme with the pprtunity t see hw things wrk in practice wuld have been helpful. He als suggested that an pprtunity t practice presentatin skills as well as a management and leadership prgramme wuld have helped him a view which the remainder f the grup supprted. Sheeja Cherian arrived in the UK in 2003 lking fr better pprtunities and t cntinue with her teaching career. Sheeja has teaching experience at the Mahatma Gandhi University and arrived in UK with a PhD, MSc in Bichemistry and BSc in Chemistry. She fund the initial experience in the UK very disrientating and challenging, particularly as ne University was very discuraging cncerning her attempt t btain a PGCE qualificatin. She withdrew frm that University and successfully cmpleted that qualificatin with the Open University. As a result, she is currently enjying a satisfying teaching career with Haleswen Cllege. With an rientatin prgramme and guidance abut the UK jb market, culture, supprt agencies and wrk practices she feels she wuld have been better prepared and may nt have spent fur years ding menial and unrelated wrk t that fr which she was qualified. Jessiamma Jhn (female) is a trained nurse and midwife with a specialism in Haemdialysis. Jessiamma arrived in the UK in January 2003, lking fr a better jb and t further her experience. Jessiamma used UK NARIC but fund the prcess very lengthy and nt very helpful; a view that resnated with ther members f the fcus grups, wh had als used UK NARIC. In the UK, Jessiamma cmpleted an adaptatin nursing prgramme which re-cvered the aspects f her experience, training and qualificatin frm India that were nt recgnised. In her experience Jessiamma fund the practices, with varying standards in UK, very different t thse in India. She is currently wrking as a staff nurse at a lcal hspital. Like thers Jessiamma suggested that a prgramme fr peple with verseas qualificatins and newly arrived in the UK wuld have been very helpful. She suggested the prgramme culd include an intrductin t the UK Jb market, insight int sectr practices, culture and the educatin structure, as well as signpsting rganisatins wh ffered initial advice, guidance and supprt. Male, aged 43 arrived in the UK in 2000 lking fr advanced training and wrk. He has an MBBS and MD in Anaesthesia which tk eight years f study. The key mtivating factr fr him t cme t UK, was t further his career by advancing his training in Anaesthesia. His experience, training and qualificatins gained in India were partly recgnised and with an awareness f the UK systems and prcedures, he fund navigating the jb market relatively straightfrward. He is currently wrking as Cnsultant Anaesthetist at a lcal hspital. Male, aged 42 arrived in the UK in 1997 seeking specialised training in Ophthalmlgy. He has a number f qualificatins in his related field f Ophthalmlgy. He mainly relied 32