Grant: Operating Grant - PA: Regional Partnership Program - Saskatchewan

Like other Western countries, Canada has a growing need to 'import' internationally trained nurses to address an acute nurse shortage. The current registered nurses (RNs) shortage mainly relates to an aging nursing workforce with a mean age of 53 years old which means that a large cohort of nurses will retire at the same time. This will exacerbate the current nursing shortage. The Canadian Nurses Association (2011) indicates Canada will be short almost 60,000 full-time positions by 2022. Canada is not alone; according to the US Bureau of Labor Statistics (2009), more than 581,500 full time nursing positions need to be filled by 2018 to address a shortfall of at least 760,000 nurses. The solution to the shortage, however, presents its own issues and challenges. Canadian studies have shown that cultural, social and professional differences can affect the integration of the internationally trained nurses and thus have an impact on our healthcare services. However, more work needs to be done to fully understand the cultural factors, particularly religious beliefs and values related to gender equity. Social customs and communications skills also play a significant part in workplace relations. The ability to work in an interprofessional health team, for example, could pose a challenge for internationally trained nurses. How can we equip them for this mode of practice? This study will explore the everyday experiences of internationally educated and Canadian educated nurses in their working environment. We will explore the challenges both they and health organizations face, Once we have identified the individual, social and institutional factors that can affect working relations we will then be in a position to create a viable solution: culturally conscious and culturally sensitive mentor programs for nurses. Centered in Saskatchewan, this study and its outcomes will extend beyond SK.