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2009 Choice Outstanding Academic TitleIs job insecurity the new norm? With fewer and fewer people working in steady, long-term positions for one employer, has the dream of a secure job with full benefits and a decent salary become just that - a dream?In Nice Work If You Can Get It, Andrew Ross surveys the new topography of the global workplace and finds an emerging pattern of labor instability and uneven development on a massive scale. Combining detailed case studies with lucid analysis and graphic prose, he looks at what the new landscape of contingent employment means for workers across national, class, and racial lines - from the emerging creative class of high-wage professionals to the multitudes of temporary, migrant, or low-wage workers. Developing the idea of precarious livelihoods to describe this new world of work and life, Ross explores what it means in developed nations - comparing the creative industry policies of the United States, United Kingdom, and European Union, as well as developing countries - by examining the quickfire transformation of China's labor market. He also responds to the challenge of sustainability, assessing the promise of green jobs through restorative alliances between labor advocates and environmentalists.Ross argues that regardless of one's views on labor rights, globalization, and quality of life, this new precarious and indefinite life,and and the pitfalls and opportunities that accompany it is likely here to stay and must be addressed in a systematic way. A more equitable kind of knowledge society emerges in these pages - less skewed toward flexploitation and the speculative beneficiaries of intellectual property, and more in tune with ideals and practices that are fair, just, and renewable.

Moving abroad for work can be full of challenges. Abi Rimmer speaks to experts about how best to support colleagues who have come to the UK from overseas

Last month she registered with NETP-ACE (new entry to practice-advanced choice of employment) which is a programme run by Te Whatu Ora (https://www.tewhatuora.govt.nz/for-health-professionals/health-workforce-development/nursing) that is supposed to help match graduates to jobs in the nursing sector. Too many sick people actually\" The impact of moving overseas would mean that Tiatia would have to disconnect her children from their native language and their ancestral land. Tiatia said one of the most heartbreaking impacts was having to tell her 90-year-old koro [grandfather], that she has not been able to get work as a nurse.

Objectives15% of GMC [1] registered doctors are international medical graduates (IMGs). Despite this, there has been no standardised additional support provided at induction for this group. In 2022, The Welcoming and Valuing International Medical Graduate Guidance [2] set out the minimum standards for effective NHS induction and support.11 IMGs surveyed at Birmingham Children’s Hospital reported suboptimal induction that affected their clinical and personal integration. Following high level process mapping and fishbone analysis (figure 1) of the IMG induction process, an aim was established to improve the clinical integration of three newly appointed IMG colleagues in the general paediatrics department over a period of three months (May to August 2022). The measure used was improved confidence in using RCPCH ePortfolio. This is an important tool for the clinical integration of doctors in paediatrics as it provides a platform to record learning in all its forms and settings to monitor progress against the RCPCH curriculum [3] regardless of career route chosen (CCT, CESR or SAS).MethodsFour interactive focus group sessions were introduced and confidence levels in using the RCPCH ePortfolio before and after each session using Google forms were collated. The first session was virtual where an example of the RCPCH ePortfolio and its use was demonstrated. The next three sessions were face to face and guided by feedback provided after each session. Over these sessions colleagues logged into their own RCPCH ePortfolio for the first time to navigate it and were then supported in creating their first event. Subsequently, events that they independently created were reviewed. All three colleagues were encouraged to engage with the wider team for on-going RCPCH ePortfolio events.ResultsAll four sessions showed improved confidence in using RCPCH ePortfolio before and after each session. The first session showed the highest average improvement in confidence by 77%. The overall average confidence level improved by 44% after all four sessions were completed. All three colleagues recommended that these sessions should be part of all paediatric IMG doctor’s induction.Abstract 146 Figure 1Fishbone diagram of potential causes of suboptimal international medical graduate (IMG) doctor’s induction process[Image Omitted. See PDF.]ConclusionMore can be done to support IMGs in paediatrics particularly during their first induction process as outlined in The Welcoming and Valuing International Medical Graduate Guidance. Improving confidence in using RCPCH ePortfolio with regular mentorship meetings can help improve clinical integration as well as aid in future career progression. RCPCH trainees and supervisors are key to improving this support.ReferencesGMC Data Explorer https://data.gmc-uk.org/gmcdata/home/#/(2021)Welcoming and Valuing International Medical Graduates: A guide to induction for IMGs recruited to the NHS https://www.e-lfh.org.uk/programmes/nhs-induction-programme-for-international-medical-graduates/(2022)RCPCH ePortfolio guidance for doctors https://www.rcpch.ac.uk/resources/rcpch-eportfolio-guidance-doctors (2022)

Despite the warm welcome, foreign doctors experience specific challenges that could hinder retention. Richard Hurley speaks to some of the international medical graduates who help keep the NHS running

Ananta Dave tells Adrian O’Dowd why she wants to help colleagues avoid the racism and discrimination that she faced as a younger doctor in the UK

Academic mobility has existed since ancient times. Recently, however, academic mobility-the crossing of international borders by academics who then work 'overseas'-has increased. Academics and the careers of academics have been affected by governments and institutions that have an interest in coordinating and accelerating knowledge production. This article reflects on the relations between academic mobility and knowledge and identity capital and their mutual entanglement as academics move, internationally. It argues that the contemporary movement of academics takes place within old hierarchies among nation states, but such old hierarchies intersect with new academic stratifications which will be described and analysed. These analytical themes in the article are supplemented by excerpts from interviews of mobile academics in the UK, USA, New Zealand, Korea and Hong Kong as selected examples of different locales of academic capitalism. (HRK / Abstract übernommen).

Let’s lay a marker down: IMGs are not cheap labour. They are colleagues trying for a new life and, in turn, helping this country avoid a complete meltdown. We owe them the basic courtesy of support and help. It’s not acceptable for employers to talk about “staff welfare” but make no provision to bring incoming doctors on board.

BACKGROUND Within the literature, there has been limited research tracking the career trajectories of international medical graduates (IMGs) following residency training. OBJECTIVE To compare the characteristics of IMG and US medical school graduate (USMG) neurosurgeons holding academic positions in the United States and also analyze factors that influence IMG career trajectories following US-based residency training. METHODS We collected data on 243 IMGs and 2506 USMGs who graduated from Accreditation Council for Graduate Medical Education (ACGME)-accredited neurosurgery residency programs. We assessed for significant differences between cohorts, and a logistic regression model was used for the outcome of academic career trajectory. RESULTS Among the 2749 neurosurgeons in our study, IMGs were more likely to pursue academic neurosurgery careers relative to USMGs (59.7% vs 51.1%; P = .011) and were also more likely to complete a research fellowship before beginning residency (odds ratio [OR] = 9.19; P < .0001). Among current US academic neurosurgeons, USMGs had significantly higher pre-residency h-indices relative to IMGs (1.23 vs 1.01; P < .0001) with no significant differences between cohorts when comparing h-indices during (USMG = 5.02, IMG = 4.80; P = .67) or after (USMG = 14.05, IMG = 13.90; P = .72) residency. Completion of a post-residency clinical fellowship was the only factor independently associated with an academic career trajectory among IMGs (OR = 1.73, P = .046). CONCLUSION Our study suggests that while IMGs begin their US residency training with different research backgrounds and achievements relative to USMG counterparts, they attain similar levels of academic productivity following residency. Furthermore, IMGs are more likely to pursue academic careers relative to USMGs. Our work may be useful for better understanding IMG career trajectories following US-based neurosurgery residency training.