The global bases of inequality regimes: the case of international nurse recruitment

PurposeThe purpose of this article is to critically examine Joan Acker's notion of inequality regimes by applying it to the case of global nurse care chains (GNCCs). The article examines the organisational practices of GNCCs and how inequality barriers are practiced and legitimised.Design/methodology/approachThe article is based on qualitative interviews with different institutional representatives involved in Filipino nurse recruitment to Finland (N = 25), recruited Filipino nurses (N = 20) and Filipino nurses working in Finland (N = 9).FindingsThe article demonstrates different organisational practices through which inequality regimes are created and sustained. These include the racialised construction of the Philippines as situated in the global periphery and functioning as a resource of labour for the global core and the Filipino nurse as innately more caring. The inequalities are legitimised through deskilling in which the nurses' command of Finnish language is a key form of justification. Filipino nurses' precarious legal status renders them compliant workers from an organisational perspective and vulnerable workers who fear to claim their rights as workers.Practical implicationsBy discussing barriers to inequality, the article illustrates how inequalities in diverse workplaces and the undervaluing of nurse work could be addressed.Originality/valueThe article uniquely applies Acker's inequality regimes to the study of GNCCs. It argues that the concept of inequality regimes would benefit from developing it towards a global context.

Persepsi Kepala Ruangan tentang Hasil Recruitment Perawat Berbasis Kompetensi

This study explores the perceptions of the head of the room about the recruitment results of competency-based nurses at Santa Elisabeth Hospital Medan. The research method used is qualitative research with a phenomenological design. The results of this study obtained six main themes, namely: 1) the purpose of recruitment, 2) improvements made in recruitment, 3) obstacles to recruitment implementation, 4) benefits of recruitment, 5) supporting factors for the performance of recruitment, 6) expectations of recruitment results. In conclusion, the head of the room's perception of competency-based nurse recruitment results can help the recruitment team, who is also a part of hospital management, obtain professional and competent nurses according to service needs. Keywords: Competence, Nurse, Recruitment

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