Can technology and immigration transform PSW care
When don’t live up to our end of that social contract by ensuring that our elders are cared for when their health and physical care needs peak in a later stage of life, it’s a travesty. Our looming failures are not through lack of empathy or effort. Rather, our ability to provide quality care on a daily basis, is hampered by demographic headwinds, staffing shortages and competing trends and priorities
PSW shortages
Cries to reverse growing labour shortages across the personal support worker industry are not new. Nurses, palliative care providers, rehab specialists and others are the frontline of support for aging Canadians but the numbers of people working across this sector are falling rather than increasing to reflect our population’s current and future needs. Infact, The Canadian Support Workers Association has projected labour needs across Canada will balloon to between 75,000 and 90,000 by 2027.
To be clear….we can’t simply stay the current course and expect different results. Staffing shortages in long-term care and home care reduce the likelihood of our seniors being able to live comfortably, securely and with the dignity they deserve.
The facts
Let’s speak plainly about the issue at hand; home-grown human capital is increasingly in short supply. Simply put, we don’t make babies like we used to. I call it the double whammy of falling fertility rates and the silver tsunami that’s on the way. We can opine on the causes, but here are the facts. Earlier this year, Statistics Canada reported that the Canadian fertility rate has hit its lowest level since the agency began collecting data more than 100 years ago.
While recent data shows a more extreme outcome—Canada’s national birth rate fell to 1.33 children per woman in 2022, well below the replacement level of roughly 2.1. And, our declining fertility is a trend that’s been decades in the making.
Compound that with the impact of retiring baby boomers; the last of whom will turn 65 years old by 2030 and we’ve got a lot to talk about. The retiree cohorts’ exit from the workforce is already creating significant labour supply pressures. According to a March 2024 report from Statistics Canada, half a million seniors already had trouble getting specialized care in 2019 and 2020. I’ll bet we’ll see that number increase when the data’s in for 2021-2024.
Of course, the large silver tsunami headed our way brings with it other challenges – more seniors needing more care is bound to put increased pressure on a health system that’s already strained beyond capacity.
A path to better results
Immigration has been seen by many as a panacea and historically Canada has instituted a favourable policy. Looking ahead, the federal government recently committed to adding 1.5 million newcomers by 2026. Problem solved? Not quite.
Adjusting population growth through immigration is only partly the answer. Attracting the right talent and helping them integrate is just as important. As a starting point, Canada’s immigration services must evolve to meet the current needs.
Canada’s application process is overly reliant on endless amounts of paperwork. It’s time consuming and confusing –with little indication of one’s progress along the way. Nations that make improvements to streamline admin without increasing risks will find it easier to attract the best and brightest from countries around the world.
Our post landing experience must improve. There’s extremely little support for newcomers after they arrive. Finding a place to live, getting a phone, a bank account, and insurance. Just think about all the services needed to start fresh, live comfortably and securely as they start new jobs. These post-landing services are critical for integration, and yet right now aren’t offered. It’s no wonder our newcomers are leaving and heading elsewhere.
According to the Institute for Canadian Citizenship the proportion of permanent residents who take up Canadian citizenship within 10 years of arrival dropped by a staggering 40 per cent between 2001 and 2021. We can’t let this retention issue fester.
Arrival on our shores is but half the journey, an entirely new one commences once here. We shouldn’t expect immigrants to navigate a new system with language and cultural barriers in place. Let’s make it easier for them to find their way.
We also must focus on attracting the right newcomers to Canada, with suitable employment prospects that leverage their talent where it is needed most. Otherwise job mismatching, regional favouritism and a general, ‘not as advertised’, experience for immigrants will continue to be the norm.
Technology can be deployed to introduce greater efficiencies. Today’s predictive technology will simplify the otherwise cumbersome application processes for healthcare candidates, particularly PSW’s. Artificial intelligence algorithms can help their potential employers pinpoint candidates based on existing needs.
Job application video biographies virtually shorten distances between continents and video conferencing technology offers many advantages including interview and job training, ongoing education and connecting newcomers to share experiences thereby limiting loneliness. These are just a handful of the innovations that can positively impact recruitment and retention in the Canadian healthcare sector.
I’m told by the seniors in my own family, that having a positive outlook is the best medicine for a long and happy life. Having a refreshed outlook on the recruitment of both PSW’s and other healthcare workers is the key to supporting and enhancing their lives on this journey. Its time for change!
Akshat Soni is the co-founder and CEO of CanPR Technology Ltd. He is passionate about using technology to solve complex problems and making day-day processes more efficient.
