The issue
Internationally Educated Health Professionals (IEHPs) play a vital role in strengthening Canada’s health workforce. Yet many face challenges navigating licensing, employment, retention and settlement processes -especially in rural and remote areas. These barriers limit workforce participation and contribute to ongoing shortages.
To address this, organizations across Canada are developing practical, data-informed initiatives that support both successful integration and long-term retention. Strengthening these pathways and understanding them through better data helps inform workforce planning and policy decisions nationwide.
The innovative work
On Monday, September 29th, 2025, Health Workforce Canada hosted a webinar, in partnership with experts from Brandon University, Nova Scotia Health and the Nova Scotia Department of Health and Wellness.
The session featured examples from Manitoba and Nova Scotia, highlighting practical initiatives and lessons learned to improve the integration of Internationally Educated Nurses (IENs) and, more broadly, IEHPs across jurisdictions. Building on these practical examples, the discussion expanded to national efforts focused on data-driven planning, including Health Workforce Canada’s upcoming IEHP Dashboard module and updates on the Pan-Canadian Health Workforce Data Strategy.
You can watch the full recording here.
Catherine Baxter, RN, PhD
Associate Professor in the Faculty of Health Studies
Brandon University in Manitoba
- Presented the Rural Internationally Educated Nurses Pilot Project addressing shortages in rural communities. This collaborative effort involved Manitoba Health, both Regional Health Authorities, Seniors and Active Living, the College of Nurses of Manitoba, and Red River College (RRC).
- The project recruited IENs already living in Manitoba who sought to become Registered Nurses (RNs) within the province. It provided targeted support to facilitate their integration into the rural healthcare workforce.
- Key components:
- Conditional job offers with return-of-service agreements.
- Financial support for tuition and relocation.
- Bridging program: 16 weeks theory + 6 weeks clinical rotation.
- Outcomes: 16 IENs recruited; 14 relocated to rural communities; 13 fulfilled service agreements; 9 remained in rural Manitoba three years later.
- Success factors included tailored orientation, confidence-building, support from managers and peers, attention to both workplace and community integration, and addressing racism and discrimination.
Caroline Chamberland-Rowe
Scientific Director of Health Workforce Transformation & Evaluation
Nova Scotia Health
Jenny Hackney
Executive Lead, Health Human Resources Initiatives
Nova Scotia Department of Health and Wellness
- To respond to the high RN vacancy rates post-pandemic in Nova Scotia, Nova Scotia Health developed the NICHE (Nova Scotia’s International Community of Healthcare Workers Engagement) Program to support the recruitment, integration, and retention of IEHPs.
- In May 2023, the Nova Scotia College of Nursing introduced the expedited licensure pathway, which enabled thousands of IENs to achieve licensure quickly.
- The influx of newly licensed IENs revealed gaps between licensure eligibility and readiness to practice, prompting the creation of the Nurse Transition Program, a 12-week training with simulation and clinical placements.
- Mapping of community resources (housing, childcare, transportation) against job vacancies to identify areas where support is available or lacking, particularly in rural communities.
- Importance of person-centered approaches, inclusive programming, mentorship, and pre-arrival communication.
Amanda Tardif
Program Lead, Data and Planning
Health Workforce Canada
- Introduced the upcoming Health Workforce Canada dashboard module focusing on internationally educated health professionals.
- It is designed to consolidate existing data sources, improve access to information about IEHPs, and support more effective workforce planning and policy development at the pan-Canadian level.
- Health Workforce Canada is using a co-design approach is advancing a Pan-Canadian Health Workforce Data Strategy.
- This strategy aims to address critical gaps in health workforce data by improving connectedness, comprehensiveness, and timeliness, and by respecting Indigenous data sovereignty. Release is scheduled for February, 2026.
Key takeaways
- Tailored orientation, bringing programs, and comprehensive settlement help IEHPs build confidence and adapt to new practice settings and integrate into new communities.
- Rapid implementation, ongoing evaluation, and refinement of pathways are needed to respond to emerging gaps in the health system.
- Mapping community resources and matching support to areas with workforce gaps are best practices, and the successful support of IEHPs should include consideration towards housing, childcare, social connections, etc.
- It is crucial for mentorship, peer support, and respectful workplace policies to be in place as support. Addressing discrimination and fostering inclusion are critical for retention and well-being of IEHPs.
- Pan-Canadian data tools like the new IEHP dashboard module and data strategy will help start to address longstanding gaps and improve workforce planning.