The Code of Practice outlines the following best practice for supporting newly appointed overseas employees:
Best practice
Ensure you understand the culture, context and system within which new overseas employees have worked in their home countries
Consider the potential financial position of new overseas employees and be aware that additional support may be required
Consult guidance on how to enhance your existing risk assessments, particularly for at-risk and clinically vulnerable employees
Provide a comprehensive induction to ensure overseas employees are clinically and personally prepared to work safely and effectively
Make other staff aware of the requirement to recruit internationally, and of the support expected of them to encourage a diverse culture
Offer overseas employees opportunities for career development and progression
Consider the provision of a mentor
Ensure that overseas employees are aware of how to find help and assistance in all aspects of their employment
Seek feedback from overseas employees and other staff and ensure that any issues are resolved in a timely manner
Implementing these onboarding practices may require a significant investment of time and resources. However, the benefits outweigh the costs. By providing comprehensive support, employers can foster a sense of belonging, reduce stress, increase job satisfaction, and improve the retention rates of overseas care workers. Ultimately, a well supported and integrated workforce contributes to delivering high quality care and positive outcomes for both care workers and the individuals they support.