Providing the patients suffering from AIDS with the services that they need is an important task on the agenda of the New Jersey health authorities. However, due to the changes in the population demographics, a considerable change in the needs of the aforementioned patients has been noticed. Because of a considerable increase in the age of the HIV/AIDS New Jersey patients, the necessity to take the risks of cardiovascular diseases into account when choosing the type of treatment for the patients in question has emerged (HIV, AIDS cases rise sharply for N.J. senior citizens in recent years, 2010).
Speaking of the population demographics and the changes in it, one must mention that an increase in age, which was mentioned above, is beyond impressive in New Jersey. While previously, HIV/AIDS patients were under 30, nowadays, patients of 70 and older have been spotted (Joseph, Salami, & Odeigah, 2013). Moreover, the gender specifics of the target population have been altered considerably (HIV, AIDS cases rise sharply for N.J. senior citizens in recent years, 2010).
The aforementioned changes are most likely to have a major impact on the healthcare market, starting with the choice of the services, which will be provided to the target audience. Because of an increased risk in the cardiovascular diseases and the related disorders in the patients, it will be required to reconsider the medicine that is provided to the HIV/AIDS patients at present (Joseph, Salami & Odeigah, 2013). In addition, the general impact of the medicine on the immune system function will have to be considered.
As a result of the broadening of the target audience, a rapid drop in prices for the prescription medicine can be expected in the New Jersey healthcare market. Indeed, seeing how the amount of customers is going to increase, a drop in prices is the most reasonable phenomenon to expect. This, however, may cause a conflict between the cost price of the drug and its market price; for the industry to survive, the latter must remain higher than the former. Otherwise, the production of the medicine against HIV/AIDS may cease.
More to the point, older patients will also have to face a number of challenges in the process of retrieving the appropriate healthcare services. First and most obvious, accelerated aging will most likely be a major obstacle in taking the measures required to maintain a stable health status. The need for in-home medical care is another challenge; unlike younger victims of AIDS, older patients will not be able to visit the corresponding healthcare services frequently enough to retain their health status. As a result, the necessity for in-home care to be introduced emerges. Second, elderly patients are more exposed to the threat of fractures (Filho et al., 2013).
The Chronic Disease Wellness Program, which was introduced in 2006, may affect the costs for the HIV/AIDS medicine prices, though. Since older patients have emerged in New Jersey, the impact of cardiovascular diseases onto the pricing will have to be taken into account. As “Costs for cardiovascular disease in 2005 are estimated at $394 billion” (The Chronic Disease Wellness Program, 2005, p. 13) and have been growing ever since, according to the Chronic Disease Wellness Program, the costs for the service provided to the older HIV/AIDS patients are expected to rise.
Therefore, the marketing needs and the services needed for the older patients with HIV/AIDS are defined by the health issues that the people of the given age group have. It will be required to promote the medicine that does not have side effects affecting the patients’ heart or blood pressure. In addition, the methods of raising awareness regarding HIV/AIDS will have to include not only popular media, but also traditional one, which people of seventy years old and older people prefer to new forms of media (Philip-EphraimI, Gyuse, UdonwaII, PetersI, & AnyanechiI, 2010). To address the aforementioned challenges, the New Jersey community will have to integrate all possible types of media in order to raise awareness concerning the HIV/AIDS in older people, as well as increase funding for HIV/IDS related researches.
Joseph, A. A., Salami, A. K., & Odeigah, L. O. (2013). Geriatric human immune deficiency virus (HIV) infection in Nigeria: A case‐series report. Journal of AIDS and HIV Research, 5(6), 214–223.
The world is about to enter a massive change in demographics.
Improvements in the quality of life.
Increases in the average lifespan.
20% of the US population will be 65 years or older by 2050.
Increased pressure on the healthcare sector.
The elderly have always been one of the primary recipients of healthcare services around the world. Old age is associated with higher vulnerability to diseases, increased chances of trauma, and other related healthcare issues. Naturally, they make up for the majority of hospital treatments and long-term hospitalizations. However, this situation is soon to change. Number of older adults worldwide would double from 900 million to 1.6 billion by 2030, and grow further to reach the 2 billion mark by 2050 (WHO, n.d.). This represents a major challenge for healthcare systems worldwide. The USA will face the issue of demographic changes as well, as 20% of the US population will be 65 year or older by 2050 (WHO, n.d.). The purpose of this presentation is to analyze the impact of demographic changes on healthcare in the US through the lens of organizational development.
US Population Growth Rate
Birth rate in the US is 1.84 children per woman.
The percentage increase in population for the past 3 years is roughly 0.71%.
Marginal growth is achieved due to net immigration and reduced mortality rates.
Potential increase in patient-per-nurse ratio.
According to statistical research, the US population has been growing steadily for the past 50 years or so. The USA has one of the largest populations in the world, scoring at third place, after China and India. This presents a set of unique challenges to the healthcare system, as the ever-increasing number of people would require more doctors and nurses to take care of them. According to Buerhaus, Skinner, Auerbach and Staiger (2017), the increase in the overall population rates, coupled with the existing shortage of nurses, will cause issues due to higher patient-per-nurse ratios and decreased quality of care.
US Population Aging Rate
US population is aging rapidly.
The number of US citizens aged 65 and above will double.
Current number: 48 million.
Projected number: 96 million.
Baby boomers eligible for retirement since 2011 (Ricketts, 2011).
The aging demographic in the US has been alarming ever since the 2000s. The immediate healthcare deficit is largely associated with Baby Boomers, one of the largest generation groups in the country, entering retirement and relying on the existing healthcare system to maintain their health. This means an increased influx of patients with multiple comorbidities and high susceptibility for hospitalization. Treating these patients requires additional staff and resources. The projected numbers for the US population in the next 40 years include members of other generations entering retirement. With no changes to the existing healthcare system organization, the country would need twice as many nurses and doctors as it has now.
Racial and Ethnical Diversity
US population keeps growing due to net immigration.
The number of migrants in the US is estimated to grow from 44 to 78 million in the next 40 years.
Approximately 1 million migrants per year.
The majority of migrants to the US come from Mexico, Latin America, and Asia.
Religion composition in the US is slowly changing, the number of non-Christians is growing (Valentine, Wynn, & McLean, 2016).
Due to its economic prosperity, political freedoms, and working opportunities, the USA has been a choice country for migration less fortunate countries, such as Mexico, Cuba, China, India, El Salvador, Guatemala, and others. Legal migrants typically naturalize and become US citizens, thus creating an additional challenge for the healthcare system, which needs to accommodate these individuals based on their ethnic, cultural, religious, and individual needs. It is very possible for nurses of the future to be required to be bilingual or possibly tri-lingual to be able to efficiently treat migrants and individuals of various racial and ethnical backgrounds (Valentine et al., 2016).
Healthcare Challenge: Workforce Supply
Existing workforce shortage is at 13,800 primary care physicians.
Forecasted shortages at 20,000 physicians by 2025.
Estimated shortages for 2030 – between 40000 and 120,000 physicians.
Workforce supply shortages associated with greater number of patients requiring long-term care.
According to Dall et al. (2013), the prevalence of manageable chronic diseases in the US’s aging population would require a greater number of primary care and specialized physicians. This statement is supported by the data provided by the Senate Health, Education, Labor, and Pension (HELP) commission in cooperation with the Health Resources and Services administration (HRSA). Long-term care requires personnel to treat, clean, educate, and take care of stationary residents as well as operate all kinds of medical equipment meant for routine scans and checkups. In addition, the expectations towards healthcare by the Baby Boomer generation will be higher, resulting in greater requirements for the quality of care (Kahana & Kahana, 2014).
Healthcare Challenge: Demand for Chronic and Long-Term Services
Longer life expectancy is associated with the ability to manage chronic diseases.
New diseases associated with sedentary life, pollution, and exposure will require treatment.
Chronic and long-term services become more affordable.
Increased quality of treatment.
Dall et al. (2013) state that the quality of life, along with quality of care, have increased exponentially over the course of the last century. In 1900, the average life expectancy of a US citizen was 47 years, whereas in 2018 it is at 73 years. This number is expected to grow up to 80 years in 2050. Chronic care would be required to handle various heart, lung, and kidney diseases, as well as obesity-related illnesses. Mobility issues would become a pressing matter, as many elders experience falls and suffer from a lack of accommodations for limited mobility individuals. Falls are some of the main causes of trauma and morbidity in elderly patients (Satariano et al. 2012).
Healthcare Challenge: Demand for Diversity
There will be 78 million immigrants in the USA by 2050.
Immigration will expose the healthcare system to numerous different religions and cultures.
Healthcare workers will be expected to handle the diversity with respect and care.
The majority of nurses in service today are likely to be underprepared.
The demands for diversity training in modern healthcare are already reasonably high. Nurses are expected to be able to converse on a simple level in both English, Hispanic, and several other languages in use on the territory of the US. In addition, there is plenty of educational material on different aspects of cultures and religions that are present in this country. According to Phillips and Malone (2014), increasing diversity in nursing and promoting diversity training leads to lower disparities of health and better outcomes, which would be necessary to curb the increased workloads associated with rehospitalization and poor primary treatment. At the same time, diversity training is likely to increase the time needed for preparation of a nurse, thus potentially contributing to workforce supply shortages.
Organizational Aspects and Potential Solutions
The existing healthcare system has to be transformed on an organizational level in order to ensure high quality and volume of performance.
Competition for skilled workers will be high.
Standards and approaches to professional education will need to be changed.
Communication between nurses and patients on all levels.
Promotion of work/life balance.
In order to answer the challenges created by the demographic challenges and already shaping the landscape of national healthcare, hospitals, government, social and educational institutions will have to undergo a massive organizational overhaul. The primary goals would be to reduce the workforce supply deficit by making the profession more attractive to various individuals, training and recruiting more nurses, and also by making the healthcare system more efficient. Reducing nurse turnover, making use of communication technology, and promoting preventive care would help ensure the overall health and stability of a rapidly aging population (Grady, 2011).
Organizational Transformation of Healthcare
Use of flexible scheduling in accordance with patient flow.
Heavy use of communication technology to reduce workload on nurses.
Greater expectations for quality of care.
Expanding the workforce to include more full-time nurses.
Implementing modularity in healthcare.
All predictions suggest that the US healthcare industry will be facing the demographics crisis while understaffed. As such, it is of paramount importance to improve the efficiency of existing system in order to account for more patients with chronic diseases needing long-term care. Competent scheduling and thrifty spending is key to maintaining a relative status quo. Flexible scheduling will be used to maintain a steady patient-per-nurse ratio during high and low workload periods. Hospitals and primary care facilities as a whole would need to be expanded to include more full-time nurses working in long-term care. Soffers, Meijboom, and Hsuan (2016) suggest the implementation of modularity to improve healthcare outcomes.
Reorganization of Medical Education
Medical education must be made more available.
Expanded internships might help reduce hospital workloads.
Emphasis on diversity training.
A better balance of theory and practice.
While hospital reorganization might help increase the production output of healthcare facilities, it will not solve the primary problem in US healthcare – there are not enough nurses. With old nurses retiring and high turnover rates washing out many young nurses in their first three years of service, the system needs to reorganize medical education. It must be made available to everyone, including poor families and individuals from various ethnical backgrounds (Telio, Ajjavi, & Regehr, 2015). In addition, the current curriculum focuses too much on theory and too little on practice, which leads to slow and inefficient work. Making nurses familiarized with hospitals from their very first year of learning would help remedy that.
Reduction of High Turnover Rates
US hospital turnover rate is at 19%.
Reducing turnover rates would help preserve employees.
Turnover reduction = cost reduction.
Better work/life balance.
8-hour shifts (in the long run).
One of the major reasons why most US hospitals are understaffed is because of high turnover rates. Healthcare jobs are stressful, the hours are poor, and there is a high chance of burnout along the way. Many nurses drop out after 1-2 years in the profession. In order to make sure that US healthcare system withstands the influx of numerous geriatric patients in the next 20 years, it is paramount to make healthcare a comfortable profession. It is possible to improve work satisfaction by introducing servant leadership as a basis for nurse-supervisor interaction, and include various appreciation programs to make nurses feel rewarded for their efforts (Trastek, Hamilton, & Niles, 2014).
Conclusions
Geriatric population in the USA will double by 2050.
The number of immigrants will increase.
US hospital system is not prepared for the workload increase.
Quality healthcare depends on hospital organization and education reforms.
A potential demographic crisis is looming over the US healthcare industry. As it stands, we are woefully unprepared for the drastic increases in patient numbers. As it stands, the healthcare system is underfunded and understaffed. However, there are numerous opportunities for improvement. By making healthcare one of the nation’s top priorities and making significant reforms to the existing organizational and educational structures, it would be possible to provide the aging population with enough nurses, doctors, and other specialists. Changes to the program to include more diversity training would help reduce the discrepancies between population groups and provide a uniform standard of care.
References
Buerhaus, P. I., Skinner, L. E., Auerbach, D. I., & Staiger, D. O. (2017). Four challenges facing the nursing workforce in the United States. Journal of Nursing Regulation, 8(2), 40-46.
Dall, T. M., Gallo, P. D., Chakrabarti, R., West, T., Semilla, A. P., & Storm, M. V. (2013). An aging population and growing disease burden will require a large and specialized healthcare workforce by 2025. Health Affairs (Project Hope), 32(11), 2013-2020.
Grady, P. A. (2011). Advancing the health of our aging population: A lead role for nursing science. Nursing Outlook, 59(4), 207-209.
Kahana, E., & Kahana, B. (2014). Baby boomers’ expectations of health and medicine. Virtual Mentor, 16(5), 380-384.
Phillips, J. M., & Malone, B. (2014). Increasing racial/ethnic diversity in nursing to reduce health disparities and achieve health equity. Public Health Reports, 129, 45-50.
Ricketts, T. C. (2011). The health care workforce: will it be ready as the boomers age? A review of how we can know (or not know) the answer. Annual Review of Public Health, 32, 417-430.
Satariano, W. A., Guralnik, J. M., Jackson, R. J., Marottoli, R. A., Phelan, E. A., & Prohaska, T. R. (2012). Mobility and aging: New directions for public health action. American Journal of Public Health, 102(8), 1508-1515.
Soffers, R., Meijboom, B., & Hsuan, J. (2016). Principles for implementing modularity in healthcare. 23rd EurOMA Conference, 1-14.
Telio, S., Ajjavi, R., & Regehr, J. (2015). The “Educational Alliance” as a framework for reconceptualizing feedback in medical education. Academic Medicine, 90(5), 609-614.
Trastek, V. F., Hamilton, N. W., & Niles, E. E. (2014). Leadership models in healthcare – A case for servant leadership. Mayo Clinic Proceedings, 89(3), 374-381.
Valentine, P., Wynn, J., & McLean, D. (2016). Improving diversity in the health professions. North Carolina Medical Journal, 77(2), 137-140.
One of the most significant obligations of nurses today is to deliver high-quality nursing care to an aging, diverse population. Currently, nurses continue to practice utilizing conventional approaches like preventative care and holistic health in a continuously evolving culture. Still, they are also asked to show leadership in managing changes in patient demographics (Gu et al., 2020). The capacity of nurses to improve their practice and broaden their core knowledge to handle the issues associated with caring for older individuals and people from different cultural backgrounds will determine how well the healthcare delivery system functions in the future (How Demographics Affects Healthcare and Nursing, 2019). Without information about a population dynamics it is impossible to assess or provide for its health and medical treatment requirements.
Cultural Diversity
Diversity is an essential factor in patient demographic changes. The interaction of culture and health in today’s healthcare system is essential to providing high-quality patient care. According to Snyder et al. (2018), culture is the most important of the numerous elements that affect health attitudes and practices. Racial and ethnic minority patients may be more satisfied if the healthcare workforce is more diverse (Borkowski & Meese, 2020). Patients who report obtaining higher-quality care are more likely to be seen by medical professionals who share their racial or cultural origin.
Health Promotion
The number of resources needed for healthcare, the price of treatment supplied, and even the conditions specific to each demographic group are all impacted by changes in population size, age, race, and ethnicity. Salmond and Echevarria (2017) emphasize that nurses must learn to modify their practice to accommodate and promote healthy living. Moreover, demographic shifts require special treatment depending on the situation at that particular time. For instance, a population with many youths dying, leaving behind the elderly, would require special care and lifestyle to promote healthy living.
Communication Methods
In terms of communication methods, national origin, language, religion, sexual orientation, handicap, gender, age, socioeconomic position, and more are relevant considerations. Since nurses play a more crucial part in the delivery of healthcare, nursing practice, education, and viewpoints must change to reflect shifting demographics (Pérez-Stable & El-Toukhy, 2018). Communication methods imply that a given community has a unique way of receiving healthcare services. It, therefore, requires nurses to follow these cultures in administering their services which often proves challenging as they meet patients from different cultures and backgrounds.
References
Borkowski, N., & Meese, K. A. (2020). Organizational behavior in health care. Jones & Bartlett Learning.
Snyder, C. R., Frogner, B. K., & Skillman, S. M. (2018). Facilitating racial and ethnic diversity in the health workforce. Journal of Allied Health, 47(1), 58-69.
Demographic data from the federal agencies includes various parameters that may affect a patient’s health, and their ability to combat multiple chronic conditions. The considerations covered within such documents include the sex of patients, their region of residence, their ages, and the culture of these patients. A Doctor of Nursing Practice (DNP) leader can rely on such data to fulfill their mandate when caring for patients with multiple chronic conditions. The implementations likely to better the health of these patients include community-based programs which are likely to promote cohesiveness based on similarities and promote health (Garcia, 2020). Information on the region of residence can enable the DNP leader to pioneer regional groups that receive their therapy interventions together. This ensures patients do not travel long distances to seek care, but instead, the professional easily meets them together at their convenience point.
Demographic data on the culture of patients enables the DNP leader to make functional community groups that can easily agree on various aspects. This includes agreement on dressing, diet, and other social practices. The DNP leader can therefore eliminate these differences in culture and practices that are likely to emerge as hindrances during the provision of care. This makes the culture-based community-based programs effective in the provision of care, through the elimination of cultural shock that would be caused by integrating people of varying principles. The age of the various patients is another vital demographic measure acquired from the federal agencies that eases the formation of community-based programs (Lenarz, 2020). Age differences amongst varying age groups form a crucial barrier to the dispensation of healthcare for patients with multiple chronic illnesses. Recognizing this parameter ensures that the community-based programs customize their measures within acceptable limits by the diverse groups. This is essential in guaranteeing the success of the intended intervention and promoting better execution of mandate by the DNP leader.
A demographic transition is a process that shows how a country’s population changes due to high and low birth and death rates (Soares & Bruno, 2008). Developed countries experienced demographic transitions in the 18th century and the process is still in progress (Soares & Bruno, 2008).
On the other hand, developing countries experienced the transition later on while others are still in their first and second stages. The demographic transition has four stages of development which are commonly called phases. The process is determined by monitoring the Crude Birth Rate, CBR and the Crude Death Rate, CDR.
The four phases of demographic transition
The demographic transition as indicated earlier has four main phases or stages namely, the Pre-Transitional, the Early Transition, the Transitional, and the Post-Transitional stages. The pre-transitional phase has the highest death and birth rates. Just before the industrial revolution, European countries had a very high crude death and birth rates (Soares & Bruno, 2008).
This was influenced by the demand for labor and generational perpetuity. The need to have children to secure the family lineage was also a contributing factor. The high death rate required families to have more children in order to guarantee the continued existence of the family unit.
The high birth rate was to enhance effective labor in the fields since an increase in the population meant an increase in the labor force. On the other hand, the high rate of deaths was caused by poor health services at that time. Due to poor health services, people would succumb to death after a short illness and this escalated the crude death rate.
In the Early transition stage, crude birth rate remains high but the death rate decreases. This is caused by development in the health sector where new methods of treatment were developed and the sanitation improved (Rosenberg, 2013). This reduced the deaths occurring due to infections and diseases. It led to an increase in the population. There was a rapid increase in the number of births, which surpassed the number of deaths.
The increase in the number of children being born became a burden to the community since they did not contribute in the creation of wealth (McNicoll, 2006). This was the experience in the mid-18th century although the situation changed in the 20th century when the transitional stage began (McNicoll, 2006).
During the 21st century, both the CBR and CDR were at a low rate and in equilibrium (Soares & Bruno, 2008). This phase of transition has been achieved by most of the developed countries like the United States and Germany. Finally, the post-transitional period is the absolute phase in the progression of the demographic transition (Soares & Bruno, 2008).
Most of the developed countries are currently in the stage where both the crude birth and death rates are very low. This is influenced by improving sanitation and family planning. Improved hygiene and health care reduces the rate of death while family planning controls the rate of birth.
Factors affecting the CBR and CDR
The Infant mortality rate is one of the factors that influence birth rate. The high infant mortality rate results in an increase in birth rates (Harbison, & Robinson, 2002). Access to contraceptives also influences the CBR by reducing the number of births per year. An increase in the number of abortions and high cost of living reduces the number of births (Harbison, & Robinson, 2002).
The high cost of living discourages the population from giving birth consequently decreasing the CBR. As mentioned earlier, improved sanitation and medicine will lower the rate of death but political instability and disease breakouts will increase it.
Three conditions in the developed world compared to the developing countries
The high costs of living, improved sanitation and medication, and access to contraceptives are conditions that have led to the equalization of the CBR and CDR in developed countries. In these countries, the cost of living is too high hence, couples are cautious about getting many children. On the other hand, the developing countries have cheaper standards of living therefore, couples are not worried about having many children.
Secondly, the developed countries have improved sanitation therefore a low CDR is expected. In the developing countries, the CDR is high due to poor sanitation, diseases and lack of health facilities.
Lastly, in the developed countries, awareness and access to contraceptives reduces the birth rate and the population consequentially. On the contrary, the developing countries’ governments do not support family planning awareness campaigns or provide easy access to contraceptives. This has ultimately led to an increase in birth rates and consequently high population.
The strategy to achieve the phase IV
To achieve low crude birth and death rate, a country can explore a number of options. To reduce death rates for instance, the best strategy is to improve the medical care services and sanitation.
On the other hand, reducing the CBR will require the government to support family planning campaigns and avail contraceptives to the population. Creating the awareness of family planning will enable a couple to decide and control the number of children they will have (Harbison, & Robinson, 2002).
References
Harbison, S. F., & Robinson, W. C. (2002). Policy Implications of the Next World Demographic Transition, Studies in Family Planning 33 (1), 37–48.
McNicoll, G. (2006). Policy Lessons of the East Asian Demographic Transition, Population and Development Review, 32 (1), 1–25.
Issues of demographics can manifest anywhere, sometimes even in such unexpected areas as video games. A particular image of a protagonist that reflects an ideological default often appears on the stage of choosing a playable character in those games. Researchers from Temple University conducted a corresponding study, and this paper evaluates the validity of their findings. The findings are valid as the authors provide a thorough analysis of the subject and empirical evidence supporting their claims.
The ideological default mentioned above usually involves white people, especially white men. However, the findings of Kukshinov & Shaw (2022) suggest that white male gamers do not seek self-representation, which is why they do not choose game characters based on their race or gender. These findings seem valid from the critical viewpoint since there is enough evidence in the article to prove the authors’ position. The first strength of the study that contributes to the findings’ validity is the research methodology which utilizes an experimental online survey (Kukshinov & Shaw, 2022). In other words, the article’s authors have added empirical evidence to their theoretical research by asking real people about their preferences in choosing in-game characters. Another point demonstrating the validity of the study results is the thorough analysis of different video games. The article analyzes many gaming projects to see what choices related to playable characters gamers usually have (Kukshinov & Shaw, 2022). These strengths illustrate that the authors have collected enough data to make their findings valid.
Overall, a thorough analysis of the problem and practical evidence demonstrate the validity of the article’s findings. Firstly, the authors provide results of the online survey showing the decision-making process of white people when they choose an in-game character. Secondly, the article presents information about different games, demonstrating what choices they offer and how they can contribute to the ideological default of modern demographics. The evidence presented in the paper is credible and scientifically supported, which is why the article’s findings seem valid.
It is wrong to neglect the fact that many modern schools, as well as other educational facilities, experience rapid growth of students. The peculiar feature of this growth is its diversity. Students may have different opinions, attitudes to a learning process, and skills. They also usually vary in their race, ethnicity, age, gender, and social status. It is not an easy task to organize the work of different people in one classroom. However, this work has to be done by educational leaders.
College demographics turn out to be a serious issue for consideration in today’s research because it touches on such factors as students’ access, retention, and even persistence that is used by students. Cooperation between educational leaders is an important step in student success. This paper aims at discussing the role of educational leaders in understanding rapid demographic shifts caused by social and economic diversities and challenges that may occur in professional development and lead to poor support, low access rates, retention problems, and lack of motivation.
Many people truly believe that their recent achievements help them deal with the problems known as racial inequality, poverty, and the absence of opportunities for some groups of people. However, the role of cultural or economic diversity is as influential in modern society as it was several centuries ago, with the only difference, its form. Various writers and researchers admit that cultural differences cannot be ignored in the field of education because economic class and immigration remain to be the two defining variables for students (Dungy, 2011; Gaertner & Hart, 2013).
The race is also the factor according to which many students are divided and categorized without even an ability to prove their rights and demonstrate their skills. All these factors promote the rise of the issue known as student demographics. Today, student demographics is not only a type of statistical data that has to be gathered in relation to a certain population with the purpose to count and divide students or recognize the main demographic markers. For the purpose of this project, student demographics is defined as a crucial field where cohorts are studied through the prism of leadership.
Though society cannot find one common solution for the problems caused by the differences in race, culture, and social status, educational leaders should not stop trying to encourage students or their families and offer the best services and support they can. There are many opportunities to promote changes and transformations. For example, higher education administrators are able to establish special support systems and improve the quality of “school/family and workforce/community partnerships” (Harmon, Carne, Lizardy-Hajbi, & Wilkerson, 2010, p. 78).
It is expected to maintain organizational and academic changes with the help of which it can be possible to increase the number of students with different cultural backgrounds and of various races and support the families with low incomes and other social problems. However, it is necessary to understand that change management is not just a list of steps that have to be taken regarding certain demands and results. It is a combination of legal and social regulations, as well as economic and political factors.
Inequality focus is explained in terms of a number of demographic characteristics. The investigations of the Pell Institute for the Study of Opportunity in Higher Education (2017) prove that post-secondary education has to be free from social, racial, or economic judgments and prejudice as it is a chance for young people to find work, earn a living, and improve their lives despite their parents’ education or statuses. American society differs from other nations in the possibility to support people and discover the world from different perspectives.
Unfortunately, today, the facts are not as satisfying as they should be. According to the National Center for Education Statistics (2017), among 50.7 million students who attend elementary and secondary schools, only 20.4 million attend colleges and universities, with more than 55% of females. Student retention and persistence are also characterized by the presence of gaps caused by race. For example, compared to 61% of White students who want or can continue college education, only 50% Blacks and 52% Hispanics have the same opportunities. These numbers prove that student demographics have to be studied and evaluated from different perspectives.
In this part of the work, special attention is paid to the role of educational leaders in understanding and changing student demographics. Though it is hard to predict who may become an educational leader in a chosen community, a list of qualities and responsibilities remains the same and includes inspiration, motivation, and guidance of students, their parents, and teachers. Educational leadership may challenge pedagogy and support all participants of an educational process. At the same time, such leaders may change student demographics in relation to access, retention, and persistence.
Recent changes in student demographics show that the conditions under which young people can access and choose schools, colleges, and universities have been considerably improved. Gaertner and Hart (2013) explain access to higher education as “a benefit that should be available to those who have overcome significant hardship” through the promotion of policies to “enhance equal opportunity and access” (p. 373). Educational leaders should focus on the creation of new programs and rules in regard to which race or social status of students does not play an integral role.
However, it is not enough for a leader to invite a student and give some guarantees that all academic opportunities must be used. A leader has to think about how to make a student stay and develop their academic and social skills. Retention and persistence of students have to be promoted by leaders despite the race or other demographic factors of students. No Child Left Behind is one of the main acts that define the scope of leaders’ work, but it is not the only document.
Leaders are able to develop their own approaches to cooperation with children, interview students and their families, and clarify the problems that bother them from the point of view of their academic achievements and peer relationships. The level of persistence depends on how well students learn the material, have access to resources, and use the opportunity to show their achievements. Leaders are responsible for the provision of equal opportunities. Therefore, they have to remove all possible racial or social prejudices from their settings and underline the role of education and knowledge instead of the color of skin or paying capacity.
In general, despite the dependence of educational leaders on the local government and the presence or absence of laws and legislation, student demographics and its relation to access retention and persistence is the problem that they can solve. The promotion of support, recognition of current problems, and evaluation of possible improvements are the tasks that leaders can complete in their educational careers each day. As soon as an educational leader believes that race, social status, or age should not play a role in their academic facilities, student demographics stop being a problem.
References
Dungy, G. J. (2011). A national perspective: Testing our assumptions about generational cohorts. In F. A. Bonner, II, A. F. Marbley, & M. F. Howard-Hamilton (Eds.), Diverse millennial students in college: Implications for faculty and student affairs (pp. 5-24). Sterling, VA: Stylus Publishing.
Gaertner, M. N., & Hart, M. (2013). Considering class: College access and diversity. Harvard Law & Policy Review, 7(2), 367-403.
Harmon, C., Carne, G., Lizardy-Hajbi, K., & Wilkerson, E. (2010). Access to higher education for undocumented students: “Outlaws” of social justice, equity, and equality. Journal of Praxis and Multicultural Education, 5(1), 67-82.
Within my class, I have children of 8 to 10 years. There are 20 students in the class, and over half of the class is female. 11 children live in complete families, and living conditions in these families are satisfactory – the children receive due attention from their parents. 9 children live in single-parent families, and the psychological atmosphere in these families is not stable because there is no second family member. The economic status of most families is satisfactory: parents’ salaries allow children to live in comfort. All children speak two languages: English and Spanish, whereas a native language is the first one and a foreign language is the second one. The school is located in Brixton, England, which is a suburb of London.
There are general needs of the whole class due to the age of the students. Children at the age need a lot of care and support from their parents. Moreover, the children have different attitudes towards education: there are 7 active students and 13 passive students. The first ones are happy to write essays and make presentations, whereas the second ones do not want to study in most cases and work without desire. The overall level of student development is medium, and their interests are diverse. There is a need to work on team-building and improve the educational outcomes of the class. Moreover, it is necessary to build a friendly and positive atmosphere in the classroom.
Student demographics refer to the student population and its characteristics. By student ‘s demographic we may as well be looking at some factors such as the student sex, age, race, source of income and many others. In any educational institution, there are different set learning objectives. The number one learning objective for students is definitely to study in order to achieve good grades. The other learning objective for a student population is to improve in different sectors of life e.g. growing spiritually, interacting socially and being responsible to nature and oneself.
Growing spiritually entails, the students being able to relate well and closely with each other. On a higher ground, spiritual growth translates into a better understanding of the world, issues like death and the beyond including God. The student demographic characteristics determine interaction between students. On social interaction, if a school is for both boys and girls, the students get a chance to talk and interact with the opposite sex. This will enhance their capacity to stay together with members of the opposite sex and interact in a healthy way. However, such a demographic characteristic has implications in terms of how the teachers should handle the students.
According to Reeves (2008), the student demographic factors ought to be considered when hiring teaching staff or any other staff in an educational institution. In hiring a principal for instance, Reeve (2008) notes that it is important to analyze students demographic and critically learn most of its major issues. A principal who is not very experienced in dealing with a large number of student populations will definitely feel intimidated, and may consequently fail to deliver his services as effectively and efficiently as expected.
The role of a principal is to deal with daily administrative functions while strategically positioning the institution towards a better future. The daily administrative functions largely depend on the student demographics. Consequently, the capacity of a principal is dependent on student demographics. Success for the administrator is determined by how he or she translates that into a harmonious institutional culture.
In often cases, students tend to rebel against or tend to be antagonistic towards school structures and regulations. Students sometimes become uncooperative and in some cases, resort to causing chaos and havoc within the school compound. The cause of these disturbances is usually the failure of the administration to give heed to their articulated grievances. In such a scenario, instead of concentrating on his/her core functions the institution, the principal supped into efforts to stop the student unrest in order to curtail more damage.
However, this is not the best way forward when dealing with learning institutions. An experienced principal has capacity to foresee such student unrest and try to tame it before it happens. There is a close connection between student unrests and student demographics. If the administration does not understand issues
Understanding the nature of student demographic and its application is a paramount ideal in the selection and hiring processes of the principal. The process of selecting and hiring a principal may be a bit entailing. However, there are many other aspects to be considered such as personal qualification, it will equally be important to consider other issues of great magnitude like the Principle’s experience with student demographic.
A principle who for one reason happens to have never seen student unrest, will find it relatively hard to deal with schools, which have the habit of rioting written on their faces. The best decision for such a principle is to be taken to a much cool school. According to those principals with record of student demographic, similar measures should be undertaken but also an analysis on the conduct of such a principal should be carried out to detect if he is the real problem or the students. Incase found quilt, and then his hiring should instantly be terminated.
Diversity Policies on Ethnic Hiring Practices
Of late, many countries have registered quite a huge number in the rate of their unemployment. By unemployment, we are talking of workforce that is competent and willing to work at the current rate offered in the market but that work is unavailable. The rate at which this unemployment is growing, if not curbed by the government will bring a lot of confusion in the future. Important policies to safeguard this calamity need to be formulated and implemented as quickly as possible.
In instances where some jobs have been created, one realizes that some other aspects take place. Instead of hiring workers based on their merits like for instance one’s qualification, experience etc, you find that the topic here is ethnicity. If you do not come from the same area or speak the same tongue with the director or whoever is responsible for hiring, you are automatically disqualified. This tendency has been practiced for quite a long time now.
The practices is so deep rooted that many youth and other citizens have given up or despaired completely. It should however be noted that each problem has an answerer and therefore the government and individuals should not shy away from the reality. I believe we are supposed to be enjoying our strength in diversity of ethnicity and not condemning it, or attributing the bad thing in our society from it. In case it is hiring of workers, we should so far not be lead by issue of where one comes from or from which community one belong. We should be all gland irrespective of our tribal affiliation. If we put this in to consideration, we will not only be effective but also efficient in our working.
On the government side, there should be rational decision made to curb with the issue of ethnicity in hiring. The government should formulate and radically implement these set of rules in order to keep ethnicity at bay. Similarly, punitive measures should be considered on wrong doers so that it can act as a warning to others who may try to repeat the same mistake.
The new diversity policy is one of the best policy which, if adhered to can bring many remarkable changes, in our country. One cannot fail to see it strength in condemning ethnicity in hiring. Similarly, the policy clearly elucidate on the necessary course of action to be taken to wrong doers or those who will break the set laws. A lot of importance will accrue from inclusion of the above policy in new hiring position. This is because the policy will guide the hiring party on any information they may require on ethnicity. Similarly, the policy equally stipulates the repercussion of falling to adhere to the set laws.
The issue of hiring is among the paramount morals that school leaders get involved in. In order to propel the school forward the principal should hire teachers to support the mission of the school. The hardest part is coming up with the necessary requirement characters from the candidate teacher. The characters that the teacher possesses indicate largely the far the teacher as a person is likely to propel the institution. This means that only those teachers who meet the set standard of law should be hired.
In the course of hiring his teachers, one should have the conception that he is hiring leaders in the school. This should equally mean just as stated by Meyer (2008) that a competent leader for a certain position should have irrefutable characters. Among the character that should be checked in a candidate teacher for hiring should therefore includes
Intelligent
By being intelligent, the teacher should often reflect astuteness in his working. An intelligent person should not have many difficulties in solving or understanding the obvious. Similarly, an intelligent person should not only perform his work with effectiveness but also with efficiency.
Confidence
Confidence is another important character that is very important in any candidate for employment. To a teacher candidate the same apply. In order to consistently produce the required results, one must totally believe in himself and have unwavering confidence in his doing. Without confidence, one will be shaky in his operation, and will always be relying on other for assistance.
Visionary
By being visionary, the person concerned can be able to have an assumption of what might happen in future. This character is such important not only to the owner but to the institution as well. This is because both parties will be forewarned on any predicament that may befall them, hence reducing their chances of incurring any damage or loss. A visionary employee is also a big asset to any institution because at no point will the institution stay stagnant but will continue to grow with time due to visionary decision from the employee.
Hardworking
By being hard working, the person in contemplation is meant to be meticulous in his working. Such a person performs his duties at the right time and place with no excuses or inconveniences of not doing the assignment. A hardworking person is also reflected in the results of his works, which repeatedly are usually the best. A candidate teacher should be able to demonstrate all these characters in order to prove his worthiness.
Reliability
Any person should be reliable to those they are interacting with daily or quite often. Similarly, any employee should be reliable to his fellow employees and employer. By being reliable, it means that a particular person can be entrusted over a certain obligation. The issue of reliability comes with the capability of the particular worker to perform his work effectively and efficiently.
Importance of the traits
The above highlighted traits are of paramount importance and mostly during the selection process. Many reasons inform the picking of the five traits. For instance, in selection process, it may not necessary be that easy to come up with character traits meant to be used to select the best candidate. However, among the five given characters, there is a specific importance why each character is important in the selection process.
Intelligence
In the selection process, there are usually quite a lot of candidates who all endeavor to be selected. This can never happen because usually there are very few vacancies. To deal with that emerging issue, the aspect of intelligence is introduced, in order to help eliminate those who do not meet the required level of intelligence.
Confidence
In the selection process, confidence is of great importance because it is hard to select a person as an employee without necessarily looking at the level of his confidence. An employee without confidence is a liability to the institution because he will repeatedly never concentrate on his works because he has no confidence in it.
Visionary
Visionary as a character possessed by an employee is very important. In the selection process, the character equally become very important because apart from showing the selection panel on the quality of the candidate, it also help in reducing the number of candidates for selection.
Hardworking
Even though it may not necessarily be easy to establish whether a candidate is really hard working or not during the selection process, there are other characters that solve this dilemma. The past results of an individual, be they academics, will largely determine this. The other importance of this character in the selection process is that it will be used as a parameter to gauge those qualifies and who does not.
Reliability
Reliability is a character that means a lot to a person. By being reliable, it means that the other individuals trust a person. This character can be of paramount importance and mostly during the selection process.
Strategic planning with SWOT Analysis
As the dean at Brooks University, I need to come up with some strategic plans in order to incorporate most of the raised ideas so as to improve some programs that that the university offer. Among these programs includes the MBA, which has so far attracted quite a huge number of students and mostly foreign ones. Using SWOT analysis, which is a simple framework for considering premeditated alternatives (Bohm, 2009).
One can easily come up with the required solution to the set goals. SWOT itself is an abbreviation of Strength, Weakness, Opportunities and Threats. Dealing with the above four abbreviation in comparison to Brooks University, one will realize that the University has the strength to achieve its goals such as meeting the required number of students per program. Similarly, the University has the strength to enable the University raise enough capital to facilitate all its programs.
On the other hand, the University is coupled with a number of calamities such as it does not have enough money on itself to funds its program and most are the time it is relying on grants from corporation. This means that not at many instances will the university be standing shoulder high because it will have been traumatized by this money it is given on conditions.
The above two aspects of SWOT are somehow internal meaning that that the university can to a certain extent be able to control their occurrence. However, for opportunities and threat they are external matters that the company may not be able to influence.
Going by the University goals and mostly that of raising enough capital to facilitate its programs, the University needs an opportunity, which may equally be a chance to introduce new product or service in the market that will absolutely fetch higher returns. As said however, these chances are rare and one cannot simply control or influence it. It is the responsibility of the University to be able to come up with the best products or service in to the market at the right time in order to fetch enough money for funding their programs
Threats are dangerous or challenging external factors that the university has deal with. Threats usually arise where similar products are subjected by the market by different sales. In this case, the university may be subjected to the threat where some of the products or services its offering is being offered by another competing company. Another threat that is beyond the university capability is political effect.
Mostly the political affairs are national whereas those of a university are mostly concentrated within a particular region. In case of political conflicts where certain products have been banned, in that case, in case the university was involved in its production and selling, then it will have to opt for other measures of raising the revenue required to facilitate their program needs.
Diagrammatic representation of SWOT Analysis
Strength
Financial reserves
Innovative aspect
Weaknesses
Financial
Lack of competitive strength
Opportunities
Technology development and innovation
Global Influence
Threats
Political Effects
Environmental effects
Leading Well
Generally, leadership is defined as capacity to influence others towards attainment of given objectives. However, the definition of leadership is not a given one. Leadership is a multifaceted topic that often appears to be very complex for an individual to understand. As there are many leaders, so there are different types of leadership. Depending on the subjects under the command of the leader, if the subjects are treated well by their leaders then his leadership is appreciated.
Similarly, if a leader does not give good leadership to his subject, then the subjects are likely not to get satisfied with his leadership. This implies that leading well or bad all depend with the relationship of the leader and his servants. However, largely this is not true.
Leading well should be a matter appreciated by the international community; it should meet the set international standards. People may appreciate a leader but actually, his type of leadership does not meet the international standards. In this case, a leader may be brutal to his people to the extent of going beyond human rights yet he is still appreciated and when election time comes, he is voted back by almost everyone. This when you learn that such leaders usually rules with an Iron fist, intimidation and fear and that the subject lives to meet his desires
Moral Leadership
Moral leadership just like any other type of leadership entails the day-to-day way in which we treat others in the organization. Moral leadership has to do with our sense of right and wrong. Such considerations come in very handy in the simplest of transactions revolving around acquisition, possession and relationship. Moral leadership starts at one’s family level and goes on to the capacity the leader is mandated to. Lack of moral leadership will however be observed out rightly due to the effect or tendencies of unethical behaviors There are however, instances where a conflict may arise on what is ethical and unethical. These two forces are likely to pull apart moral leadership, until a solid agreement is reached.
My leadership style
To start with, I am one person who highly believes in democracy. I totally respect an institution of the people for the people by the people as the best type of leadership in our current times. Those times when leadership was demonstrated more on dictatorship than democratically elected leaders is far-gone. I believe in giving people a chance to freely express themselves on their feeling toward the current regime so that In case there is any wrongdoing, the power of the people can decide.
The same power that raised someone to that level should be left to check the way that power is being used on them. Checking the way a government is using power makes people feels like they are part of leadership. The other character that reflects my leadership style is professionalism. In my leadership, one serves the public where he is best qualified. This makes sure that the public receives the best services they can get. Similarly, my leadership is characterized by corruption free administration.
By this, I mean that every person is entitled to getting the required services, without giving anything in return for the service offered. Any public officer found soliciting corruption is bound to face the law immediately and his employment contract terminated in case he is found quilt. Similarly, any member public attempting to offer bribe in order to be served is also equally subjected to the same hand of law. In case found quilt, the person is jailed and in the process act as an example to the rest who may try to do the same.
People are not supposed to be oppressed rather be given their freedom but of cause limited freedom. More freedom will definitely corrupt their hearts and so they only require that freedom to make them feel free men and women, and that they are equal members of the government.
My leadership style encourages all citizens to work hard toward nation building. In the processes, they are able to enjoy their taxes through special amenities like electricity, security or road system development and many others. My leadership style is supposed to give hope to the hopeless and at the same time brings out the best in the people. I also like getting involved in providing justice to those who may have experienced injustice in the past. As part of leadership, I totally believe in reducing the gap between the poor and the rich.
In most countries, you will realize that the rich people get on becoming richer while the poor man is drained the last blood by his reach counterparts. Similarly, I always advocate for equal human right regardless of culture, sex religion creed etc. all citizen should be subjected to the same judicial system and their cases decided without prejudice. No one is supposed to be locked without proper court hearing and similarly, a person is not supposed to be subjected to torture.
Credo
A leader is not born but is made.
A good leader is one who serves his people without pleasing himself
When one door closes, another one opens even in places you did not think had doorframes.
There will be a better tomorrow
Logo.
Reference list
Bohm, A. (2009). The SWOT Analysis, GRIN Verlag publishers: Nordestedt Germany.
Meyer, T. (2008). Leadership Qualities – Is There a Perfect Leader. GRIN Verlag: Nordestedt.
Reeves, D, B. (2008). Reframing Teacher Leadership to Improve Your School. ASCD Publishers: New Jersey.
It is now known that New Brunswick is facing a decline in the number of youth living and working within its borders. In addition, the movement of youth to other provinces has increased while New Brunswick continues to attract and retain fewer young people. This trend has affected its growth and potential future developments. Hence, the government and other stakeholders must restore population growth and offset demographic deficit.
The proposed action plan focuses on attracting and retaining youth to the Province through various strategies such as economic growth and labor force skills development approaches; encouraging immigration and settlement; promoting diversity and welcoming communities, focusing Francophone immigrants; attracting and retaining youth; and outmigration.
The action plan requires collaboration, evaluation and updates to ensure its success.
Introduction
New Brunswick’s population has experienced exceptional changes in demographic characteristics. Although the population has grown, as indicated by the last census, New Brunswick’s demographic antecedents show a slower growth rate relative to the national average. In the year 2011, there were nearly 755,500 residents in New Brunswick. Almost half of these residents were aged over 45 years (Statistics Canada, 2013) and this implies a sharp decline in working populations in the next decades (Lerman & Schmidt, 1999). A study by Constantine Passaris expressed that demographic deficit in the Province has developed for some time because demographic shifts do not occur suddenly (Passaris, 2012).
Within the next 25 years, it is projected that the population of persons aged 65 years and over will increase considerably in New Brunswick. In addition, the birth rate will remain low alongside recognizable youth outmigration. Hence, it is imperative to develop an action plan to combat this imminent demographic deficit by facilitating population growth in New Brunswick.
This action plan to improve the current population deficit in the Province is multifaceted and includes several practical solutions that the government of New Brunswick could apply. Specifically, it promotes current strategies to enhance population and ensures that more immigrants arrive to New Brunswick to sustain population growth. The action plan addresses targeted population growth through immigration and settlement; promoting diversity and creating welcoming communities; repatriation and attraction; outmigration; and francophone immigration.
An Action Plan
Generally, there are economic strategies and labor force and skills development approaches to demographic deficit in New Brunswick. These initiatives create enabling environments for the Province to attract residents. In addition, they shall help the government to plan better for its residents (Chamie, 2012).
Therefore, the Province must create a strategic plan to promote economic growth and labor force skills development. This plan will attract and retain qualified human resources. In addition, New Brunswick should support emerging entrepreneurs and investments to grow both traditional and new sectors of the economy.
Residents of New Brunswick require skills to run their industries. The Province, therefore, must ensure that young people acquire these skills and qualifications required to participate in the labor market and run the industries within its jurisdictions. This would facilitate growth and expansion.
Residents of New Brunswick will have the right skills for the right jobs for personal growth within the Province. Overall, this is an opportunity for the Province to attract and retain young skilled professionals from the wider North America region. It would guarantee personal and professional growth of immigrants.
Immigration and settlement
Provincial and Federal governments control immigration affairs in Canada. This is necessary for demographic planning purposes. Historically, New Brunswick has not been active in taking up new immigrants. Consequently, the Province has realized that it can develop the best immigration policy to attract skilled workers.
The Government of Canada has noted the changing landscape of immigration characterized by intense competition for talented human resources and flexible immigration policies, which could affect its future demographic characteristics. It is therefore imperative for the government to tout the country as a destination of choice for skilled immigrants.
It is expected that Canada will adjust its immigration policies and practices to favor immigration. These changes are anticipated to improve Canada immigration practices and the Province of New Brunswick will adjust its efforts to benefit from the improved policy environment.
Repatriation
Generally, the Province loses many of its residents to other provinces relative to those it attracts. New Brunswick has limited abilities to attract outsiders and control loss of its residents to other provinces. Hence, there is a need for the Province to review its efforts and attract new residents.
Immigrants are critical resources for the Province. New Brunswick should target highly educated, skilled and immigrants who may not experience language difficulties to engage in labor market immediately. The Province needs to focus on creating links with its expatriates in other provinces and the wider North America region. It would ensure that newcomers offer the necessary labor resources required to compete effectively with other provinces.
At the same time, New Brunswick must engage in continuous education to ensure that young people get the required skills for employment and challenges unique to the Province. To ensure effective attraction of outsiders and to retain its own residents, New Brunswick must enhance its ability to connect employers and immigrants and invest in projects that enhance transition. The Province must develop effective performance indicators for capturing data and reporting on its initiatives to attract immigrants and retain its young people. Such indicators should guide decision-making processes and efforts to engage expatriates.
Outmigration
There are massive brain drains from the Province. The trend is common among young people aged between 15 and 35 years old, who seek for jobs and settle outside the Province.
New Brunswick must address this issue. It would be difficult for the Province to endure such losses and support the aging population. This could be a public policy crisis in the near future.
New Brunswick must offer alternative and viable career opportunities and progress to youth to retain them. This requires programs that encourage investments in youth. Young people are required to promote economic growth, and the business community and the government must collaborate for such programs. Such collaboration efforts must demonstrate that the Province is the best place to work, grow and prosper by creating confidence in the economy and citizens.
New Brunswick must define new workforce programs with employers. For instance, there could be wage subsidies for employers who create jobs and hire youth. It is possible that the Province can reimburse a certain percentage of labor costs to employers.
The youth job and labor market connections could yield positive responses if the government aggressively works with the private sector. However, the government must find viable reasons to influence personal decisions and ensure that young people make the Province a place of residence.
Bilingual Immigration
New Brunswick is unique in Canada because it is constitutionally bilingual. This is an opportunity for the Province to develop unique proposal for Francophone immigrants.
New Brunswick must strive to attract adequate French speaking immigrants to balance its demographic deficit. This process requires thorough consultation on areas of opportunities for bilingual residents. Moreover, it must promote, create awareness and encourage settlement opportunities for potential immigrants.
New Brunswick must collaborate with other stakeholders to promote Francophone immigration efforts and establish Francophone villages within its jurisdictions.
The Province has recognized that the Francophone immigration market is characterized by competition from other provinces such as Quebec. Although the Government of Canada aims to enhance uptake of Francophone speaking immigrants, all Provinces must competition for these successful immigrants.
Majorities of Francophone immigrants are usually under the age of 30 years. Consequently, the Province has identified it as a rich market for recruitment of immigrants to offset the demographic deficit. The Province must rely on its unique, strong bilingual advantages and collaborate with all stakeholders to develop a model for potential immigrants.
Diverse, welcoming communities
New Brunswick must develop programs to welcome immigrants in its communities. The Province must promote diversity and celebrate multicultural heritage to attract foreigners.
Conclusion
New Brunswick faces demographic deficit, which could affect its prosperity negatively. Consequently, it is necessary for the Province to restore its population growth and offset the negative demographic shift. The action aims to attract youth to the Province because of their potential to grow, settle and run the economy.
The action plan focuses on economic growth and labor force skills development approaches; encouraging immigration and settlement; promoting diversity and welcoming communities, focusing Francophone immigrants; attracting and retaining youth; and outmigration.
It is believed that continued focus on these elements of the action plan would ensure that New Brunswick manages its demographic deficit and related challenges. However, this action plan requires constant collaboration with all stakeholders, reviews and updates to ensure its success.
References
Chamie, J. (2012). For Better Planning, Watch Global Demographic Trends. YaleGlobal. Web.
Lerman, R., & Schmidt, S. (1999). An Overview of Economic, Social, and Demographic Trends Affecting the US Labor Market. Web.
Statistics Canada. (2013). New Brunswick Population Growth Strategy 2013 – 2018. New Brunswick: Department of Post-Secondary Education, Training and Labour.
