Professional Documents
Culture Documents
79
Population Facts
Department of Economic and Social Affairs • Population Division
August 2010 No. 2010/2/E/Rev
code was discussed at the 126th meeting of WHO’s • The Code makes recommendations for health
Executive Board, held in January 2010, and adopted workforce development and health systems sus-
by the sixty-third World Health Assembly on 21 tainability. It suggests increasing health workforce
May 2010.16 development by training and retaining health work-
• The WHO global code of practice is a non- ers. The Code discourages Member States from
binding instrument which serves as an ethical actively recruiting health personnel from developing
frame work to guide Member States in the re- countries that face critical health worker shortages.
cruitment of health workers. The Code takes into It encourages Member States to enter into bilateral,
account the rights, obligations and expectations of regional or multilateral arrangements to promote
source coun tries, destination countries and migrant international cooperation and coordination regarding
health personnel. Member States are encouraged to the recruitment of international health personnel.16
publicize and implement the code in collaboration • The Code promotes data collection and re-
with other stakeholders, and to report on measures search on national health systems, including on
taken, results achieved, difficulties encountered and laws and regulations. Countries are asked to coor-
lessons learned.16 dinate data collection and research, and to exchange
• The Code defines responsibilities, rights and information in order to promote effective health
recruitment practices. It affirms the right of health workforce policies and planning.16
professionals to seek employment in other countries • The Code, while non-binding, serves as a
in accordance with applicable laws, while mitigat- guide for action at the global, regional, national
ing the negative effects and maximizing the positive and local levels. It recognizes that the severe short-
effects of migration on the health system in both age of health personnel is an obstacle to the achieve-
source and destination countries. It urges Member ment of the Mil lennium Development Goals and
States to ensure that migrant health workers enjoy other internationally agreed development goals. The
the same legal rights and responsibilities as domesti- Code is an important contribution to the global
cally trained health workers with respect to employ- understanding that an adequate and accessible health
ment and work conditions, subject to applicable workforce is fundamental to an integrated and effec-
laws.16 tive health system and to the provision of health ser-
vices in both developed and developing countries.16
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Notes
1
World Health Organization (2006). The World Health Report work force management. Human Resources for Health, vol. 7, No. 87,
2006: Working Together for Health. Geneva: WHO. pp. 1-19.
2
World Health Organization (2006). The global shortage of 6
Organization for Economic Co-Operation and Development
health workers and its impact. Fact sheet No. 302, April 2006. (2006). International Migration Outlook: SOPEMI 2007 Edition.
Ge neva: WHO. Paris: OECD.
3
World Health Organization (2009). Monitoring the geographi- 7
Belgium, Germany and the Netherlands lack data by origin.
cal distribution of the health workforce in rural and underserved areas.
Data for the Democratic Republic of Korea and the Republic of
Spotlight on Health Workforce Statistics, Issue 8, October 2009.
Korea combined were grouped under non-OECD countries.
Geneva: WHO.
4
World Health Organization (2006). Migration of health work-
8
Connell, John (2008). The International Migration of Health
ers. Fact sheet No. 301, April 2006. Geneva: WHO. Workers. New York: Routledge.
5
Dubois, Carl-Ardy and Debbie Singh (2009). From staff-mix 9
United Nations (2006). International migration and develop-
to skill-mix and beyond: towards a systemic approach to health ment. Report of the Secretary-General. A/60/873.