Within the face of worsening well being workforce shortages, Canada should shift from a tradition of non-public likability to a system of goal {qualifications} or deserves in recruiting and retaining physicians. Whereas staff cohesion and interpersonal compatibility are important, an overemphasis on “match” or likability excludes gifted physicians, notably immigrants and racialized minorities, who might not share the cultural background, communication model, or social behaviors most popular by decision-makers. This follow undermines fairness, exacerbates staffing gaps, and weakens well being care supply. Subjective likability is rooted in unconscious bias and should undermine hiring and office dynamics.
Canada’s well being care system more and more is determined by foreign-trained physicians, with immigrants comprising over 1 / 4 of physicians. Regardless of credential recognition, scientific competence, and language fluency, many foreign-trained medical doctors face invisible limitations in hiring, office integration, and promotion. A major barrier is the casual analysis of likability, usually equated with cultural similarity or social ease, which disadvantages these from completely different ethnic, linguistic, or spiritual backgrounds. This ethnocentrism implies that extremely certified immigrant medical doctors could also be ignored not due to talent deficiencies, however as a result of the hiring staff perceives them as “too assertive,” “not heat sufficient,” or “not becoming the tradition.” These subjective judgments of likability are hardly ever documented however profoundly influential.
When likability turns into a gatekeeping mechanism, the result’s economically and operationally unsound. Well being techniques throughout Canada are grappling with employees burnout, lengthy wait instances, and repair closures. But, many certified physicians residing in Canada are underemployed or excluded on account of casual standards prioritizing subjective likability over technical experience {and professional} integrity. A system that chooses familiarity over variety closes the door to innovation and resilience, particularly in multicultural affected person settings the place numerous employees are an asset. An Institute for Canadian Citizenship (ICC) official report in 2023 confirmed that rising numbers of immigrants are leaving Canada. Daniel Bernhard, ICC’s chief government, mentioned, “We are actually seeing individuals coming to Canada after which saying, ‘Ah, no thanks,’ and transferring on.” And the variety of these individuals is rising. We consider the shortage of alternatives and different companies is a part of it.
Canada should shift from prioritizing subjective interpersonal consolation to prioritizing competence, communication, and contribution. This shift requires well being care leaders and hiring committees to be educated in structured interviews, anti-bias analysis methods, and goal efficiency indicators. Peer assist and mentorship applications must be explicitly inclusive, with mechanisms to make sure that marginalized physicians are built-in into staff tradition and decision-making. Well being system leaders should problem the idea that cohesion is determined by sameness. Certainly, numerous groups might be extra modern, adaptable, and higher suited to serve Canada’s more and more numerous inhabitants.
Canada should redefine what makes somebody a “good match” by shifting from comfort-based choice to performance-based inclusion. Solely by valuing distinction and dismantling subjective limitations can the well being system construct the various, resilient workforce it urgently wants. Certainly, “we don’t have to love individuals to work with them.”
Olumuyiwa Bamgbade is an achieved well being care chief with a robust concentrate on value-based well being care supply. A specialist doctor with in depth coaching throughout Nigeria, the UK, the USA, and South Korea, Dr. Bamgbade brings a world perspective to scientific follow and well being techniques innovation.
He serves as an adjunct professor at educational establishments throughout Africa, Europe, and North America and has printed 45 peer-reviewed scientific papers in PubMed-indexed journals. His world analysis collaborations span greater than 20 international locations, together with Nigeria, Australia, Iran, Mozambique, Rwanda, Kenya, Armenia, South Africa, the U.Okay., China, Ethiopia, and the U.S.
Dr. Bamgbade is the director of Salem Ache Clinic in Surrey, British Columbia, Canada—a specialist and research-focused clinic. His work on the clinic facilities on ache administration, well being fairness, harm rehabilitation, neuropathy, insomnia, societal security, substance misuse, medical sociology, public well being, medicolegal science, and perioperative care.
