Nursing crisis: Migrants fight for recognition and integration!

Nursing crisis: Migrants fight for recognition and integration!

The care sector in Germany is facing enormous challenges caused by both demographic change and structural problems within the industry. [Europa-Universität] reports that the migration of skilled workers is often seen as a solution to the acute labor shortage in the nursing sector. However, it is not just the number of skilled workers that is often the focus, but also the conditions under which they work.

Previous positive media portrayals that touted targeted migration as a successful example are increasingly being seen in a different light. Migrant nursing staff in particular report disappointment with regard to the recognition of their qualifications and the opportunities offered to them. Many skilled workers with a high level of training abroad often find themselves as “trainees” in Germany, which illustrates the discrepancy between their expectations and reality.

The change in the nursing profession

The labor law conditions in the care sector are tense. A central problem is the working hours, which are often not limited in duration and stress. In live-in care, where the majority of the workforce is women over 50, labor law violations are increasing and are mostly ignored. [bpb] highlights that there will likely be a shortage of almost 500,000 skilled workers by 2035, while conditions for existing and new employees will continue to tighten.

One reason for the ongoing shortage is the high psychological and physical stress associated with care. The economization of the health and care system has led to high time pressure and insufficient financial and social recognition of care work. These factors not only lead to dissatisfaction, but also to high fluctuation among employees.

Recruitment and integration strategies

The current situation has led to immigration being seen as a strategy to combat the nursing shortage. The [bpb] notes that the “Triple Win” program, which recruits nursing staff from non-EU countries, has been successfully put into operation in recent years. In 2022, for example, around 23,000 nationals of the countries mentioned were working in the nursing sector.

But the path to care is often rocky. The recognition of foreign qualifications is extremely complicated. The prerequisite for recognition as a specialist is knowledge of German at B2 level. A lack of company support for integration and language acquisition means that many immigrant nursing staff have to work below their abilities and potential.

Expectations of migration in the nursing sector are shaped not only by recruitment programs, but also by necessary structural changes. Improving qualification and advancement opportunities, working conditions and occupational safety are necessary steps to regain the trust of skilled workers. A recently published policy paper emphasizes that these aspects are highly relevant for all EU member states.

In summary, it can be said that Germany is faced with the challenge of not only recruiting new nursing staff, but also integrating them sustainably. Cooperation between all actors involved is crucial in order to sustainably improve the situation in the care sector and avert the threat of a further crisis in care. It remains to be seen what further measures will be taken at the political level to address these challenges.