The Integrated Filipino Canadian Nurses Association (IFCNA) represents a vital community-driven response to the challenges faced by internationally educated nurses in Canada. Founded in 2019, this federally registered non-profit organization primarily provides comprehensive support for Philippine-educated nurses navigating the complex Canadian healthcare system. This leadership profile presents insights from IFCNA's founding chair, Austine Gaqui, and immediate past president, Mark Anthony Gravoso, highlighting the organization's programs, challenges and advocacy efforts. Through mentorship, skills development and policy engagement, IFCNA embodies the Filipino cultural value of bayanihan, a strong sense of civic unity and co-operation traditionally practised by Filipinos, demonstrating how grassroots organizations can address systemic barriers while building a supportive professional community. This profile offers nurse leaders insights into how collaborative partnerships with organizations such as IFCNA can strengthen workforce integration and advance equity in nursing.

Introduction

Internationally educated nurses (IENs) constitute a significant and growing component of Canada's nursing workforce, yet they face substantial challenges in credential recognition, professional integration and career advancement. These barriers not only impact individual nurses but also contribute to ongoing healthcare workforce shortages. The Integrated Filipino Canadian Nurses Association (IFCNA) emerged in 2019 as a community-based solution to address these systemic challenges, specifically supporting Filipino nurses, one of the largest groups of IENs in Canada. Incidentally, the Philippines has been the top source country for IENs in Canada for many years. A report from the Canadian Institute for Health Information (CIHI 2025) indicates that, in 2024 alone, Philippine-educated nurses (PENs) constitute more than a third (39.7%; 12,652/31,841) of the top 10 source countries for IENs who are working as registered nurses (RNs) in Canada.

Founding chair, Austine Enriquez Gaqui, describes IFCNA as a federally registered non-profit organization that assists and advocates for Filipino and Filipino-Canadian nurses in Canada. He explains that he initiated, formed and conceptualized the organization in 2019 with guidance from eight co-founders, all of whom are PENs. They formed the Council of Leaders to oversee policy implementation through the board of directors. According to Gaqui, the organization's fundamental aim is to foster unity among its members and help IENs navigate the Canadian healthcare system. Gaqui's personal experience profoundly shaped his commitment to this work. Before coming to Canada, Austine Gaqui was a police captain/RN with the Philippine National Police Health Service. Arriving in Canada in 2009, he took on a part-time job as a janitor before achieving his registered practical nurse designation and then starting his Canadian nursing journey at Scarborough Health Network's nephrology department. It took him much longer to achieve his RN designation, owing largely to the non-recognition of his nursing credentials from the Philippines. He shares: “My own journey to becoming a registered nurse in Canada was marked by hardship and perseverance. It took me 15 years to achieve my RN licensure. The process was challenging due to issues with credential recognition, but these difficulties strengthened my resolve to support others facing similar barriers.” This lived experience of navigating credential recognition barriers for over a decade inspired him to create pathways that would ease the journey for others.

Leadership and Organizational Vision

Mark Gravoso, who recently concluded his two-year term as IFCNA president, brings his own IEN experience to the leadership of IFCNA. Gravoso has over 16 years of nursing experience from the Philippines, the United Arab Emirates and Canada. He currently works as an RN in General Internal Medicine at the University Health Network and is a member of the Vascular Access Team at Sunnybrook Health Sciences Centre. He articulates his motivation clearly: “My motivation to take on the role of president of IFCNA comes from my own journey as an internationally educated nurse (IEN) here in Canada. I've personally experienced the struggles many Filipino nurses face, from the complexity of credential recognition and the overwhelming registration process to the lack of accessible support and guidance. These challenges often leave even the most talented and dedicated nurses feeling discouraged.”

Gravoso explains that witnessing these systemic barriers inspired him to take action: “Witnessing this reality inspired me to step up and take on the challenge.” He outlines IFCNA's goals under his leadership, building on the work of the IFCNA chair and his predecessors: “Through IFCNA, my goal is to raise awareness about the unique challenges IENs encounter, to advocate for fair and accessible pathways to licensure and to build a strong, supportive community grounded in mentorship and collaboration.” This approach reflects his fundamental belief in collective responsibility. As Gravoso states: “My leadership is rooted in the belief that no one should have to face these challenges alone. Those who have already walked this path have a responsibility and an opportunity to guide others.”

The organization's structure embodies this peer-support philosophy. Gravoso notes: “Many IFCNA members who have successfully transitioned into nursing careers in Canada now give back by mentoring new IENs, creating a powerful cycle of guidance, support and empowerment.” He emphasizes the multiplier effect of this model: “By creating a culture of support and empowerment, we ensure that every nurse who succeeds opens the door wider for the next.” After his presidency, Gravoso continues to be co-lead of IFCNA's clinical enhancement program.

Programs and Services

IFCNA has developed a comprehensive suite of programs addressing the multi-faceted challenges IENs encounter. These initiatives span the continuum from initial credential assessment through ongoing professional development and community engagement.

Guidance and Mentorship for Licensure Success

Gaqui describes the cornerstone of IFCNA's work as providing comprehensive assistance with nursing licensure applications, helping IENs understand and navigate the registration process through information sessions and mentorship programs. He specifies that “IFCNA offers mentorship services to IENs, providing assistance with their [registration/licensure] requirements such as educational credential assessments, safe practice through SPEP and clinical enhancement programs, NCLEX-RN, and RPN/LPN application processes.”

The mentorship model proves particularly effective because it leverages peer experience. Gravoso explains the cyclical nature of this support: “Many IFCNA members who have successfully transitioned into nursing careers in Canada now give back by mentoring new IENs, creating a powerful cycle of guidance, support and empowerment.” This peer-to-peer approach resonates because mentors have recent, first-hand experience with the very challenges current IENs face.

Learning and Skills Development

Enriquez emphasizes that continuous learning is key to success, noting that “IFCNA offers webinars, workshops and hands-on skills enhancement training designed to strengthen both clinical competence and professional confidence.” He details the organization's collaborative approach: “IFCNA has collaborated with [private] colleges and healthcare agencies to provide programs such as IV therapy and phlebotomy training, CPR, first aid, central venous access, basic wound care, airway management, blood transfusion, infection prevention and control and adult and geriatric assessment.”

A particularly innovative program addresses a specific regulatory requirement. Gaqui explains: “Through our Clinical Skills Enhancement Program, in partnership with Quirino Memorial Medical Center (QMMC) in the Philippines, Filipino IENs who have not practised for more than five years can gain valuable clinical exposure to meet the Evidence of Nursing Practice requirement for licensure in Ontario.” This international collaboration demonstrates IFCNA's creative approach to addressing regulatory barriers while leveraging resources in the Philippines. This program was initiated to support IENs whose evidence of practice has expired five or more years through a structured, supervised clinical program at QMMC.

Building Professional Readiness and Career Opportunities

Beyond licensure preparation, Gravoso describes how “IFCNA provides practical support through interview coaching and resume building sessions, helping nurses present themselves confidently and secure employment opportunities in healthcare settings.” In addition, the organization also provides career guidance and other resources to support individuals in pursuing independent job applications. The organization actively facilitates employment connections. As Gaqui notes, “IFCNA assists IENs by referring them to potential employers and collaborating with healthcare organizations,” including recent initiatives such as inviting recruiters on November 1, 2025, for a job fair at the Filipino Canadian Professionals Convention.

Community Service and Cultural Integration

Gravoso emphasizes that community service is central to IFCNA's identity: “Giving back [to the community] is at the core of who we are. IFCNA encourages IENs to serve the community as volunteer medics and first aid responders in major Filipino Canadian events, ensuring public safety while fostering unity and purpose among members.” This volunteer work provides valuable Canadian healthcare experience while strengthening connections within the Filipino-Canadian community. Gaqui describes the breadth of community activities: “The association organizes socio-civic and cultural events and recognizes outstanding Filipino-Canadian nurses for their contributions. We also provide first aid support at various festivals, professional gatherings and community events.” Environmental and social responsibility initiatives include what he describes as tree planting and cleanup drives as well as blood donation campaigns. He adds that “IFCNA also engages in charitable work by organizing fundraising activities for institutions in Canada and supporting underprivileged children in the Philippines through donations of school supplies and the establishment of mini-libraries.” These initiatives are critical in helping foster an IEN's sense of belonging in Canada.

Advocacy and Policy Engagement

Gravoso emphasizes IFCNA's unique position in policy discussions: “IFCNA has a unique perspective on the issues and challenges IENs face.” He describes a recent IFCNA's recent policy engagement activity: “We recently participated in a roundtable discussion with the Ontario Ministry of Labour, Training and Skills Development on a range of topics, including accelerating credential recognition and issues such as expiring work permits amid ongoing nursing shortages.” This highlights how the organization supports Filipino IENs individually while advocating for system-level changes.

The organization has also addressed immigration challenges. Gravoso explains: “We have also engaged with the Ontario Immigrant Nominee Program (OINP) team to advocate for IENs who are already working as registered nurses contributing to Ontario's workforce and yet facing challenges with their permanent residency application due to lack of support from their employers.” This advocacy work positions IFCNA as a bridge between grassroots IEN experiences and policy makers.

Organizational Challenges and Strategic Responses

Despite its comprehensive programming, IFCNA faces significant challenges common to volunteer-driven organizations. Gaqui candidly acknowledges: “We often face a shortage of volunteers who are willing to mentor members and limited resources to sustain and enhance our organization's programs and activities.” These resource constraints directly affect the organization's capacity to serve all IENs who could benefit from its support.

To address volunteer recruitment, Gaqui describes a strategic approach: “I have reached out to members who had previously benefited from the group and invited them to contribute to our shared mission.” This strategy has proven effective. He notes: “We have many dedicated members who have volunteered to serve as mentors. These individuals have gone above and beyond their duties, demonstrating remarkable commitment to helping fellow IENs succeed.”

The organization has expanded geographically to address capacity challenges. Gaqui explains: “Our team has launched extensive information sessions to guide members through the complex accreditation process required to become registered nurses in Canada. In addition, volunteer area coordinators and mentors across various provinces, including Alberta, Nova Scotia, Newfoundland and Labrador and New Brunswick, have expressed a strong desire to assist IENs within their regions. This expansion has allowed us to extend our services beyond Ontario and provide national support to IENs across Canada.” These efforts effectively position IFCNA as a national organization for Filipino IENs.

Gravoso speaks to the creative problem-solving required: “As a not-for-profit organization, IFCNA has faced its share of challenges. Limited funding has always been a major hurdle. Since we have no dedicated space to gather, sustaining our programs, trainings and events for Filipino IENs has often required creativity and sacrifice. Yet, despite these constraints, the core purpose or goal of the group has remained steady and unchanged.” He emphasizes what sustains the organization: “What has kept us moving forward is our collective passion to serve. I was deeply inspired by the unwavering commitment of our members, many of whom are now nurse educators, leaders and mentors in their own workplaces. Together, we turned challenges into opportunities.” He describes the outcome: “Through collaboration, IFCNA has built meaningful partnerships with various organizations and gained the trust and support of the community through sponsorships and shared initiatives. But perhaps the most inspiring outcome is seeing those who have already succeeded choose to give back, guiding, mentoring and inspiring others who are still navigating their path toward licensure and integration.”

Sustaining Leadership Commitment

Understanding what sustains IFCNA's leadership provides insight into the resilience of community-driven organizations. Gaqui reflects on how his personal journey continues to motivate him: “This personal experience inspired me to uplift the morale of my fellow IENs, to assist them in achieving licensure, to encourage them to serve as mentors and to empower them to develop their leadership potential.” He articulates his motivational framework through cultural and ethical principles: “I am guided by the Law of Reciprocity: when someone does something kind for me, I feel compelled to return that kindness. Mentorship embodies this principle – it is a way of giving back to the IEN community that once supported me. This belief continues to motivate me to serve, to lead and to advocate for internationally educated nurses striving to fulfill their professional dreams in Canada.”

For Gravoso, witnessing transformation provides ongoing energy: “What keeps me going is the transformative power of purpose, seeing how one act of guidance or encouragement can change the course of another nurse's journey. Every time I witness an IEN achieve licensure or secure their first job in Canada, it reaffirms why I continue to serve.” He describes the emotional reward of this work with particular poignancy: “And when I know that, in some small way, I've been part of their success, it fills me with deep joy and fulfillment. Their victories feel like my own. That sense of shared accomplishment reminds me that true leadership is about service, lifting others as you rise.”

Implications for Nurse Leaders and Healthcare Organizations

IFCNA's leaders offer important perspectives for nurse leaders and healthcare organizations seeking to support IEN integration. Gaqui explains: “I would like nurse leaders to know that the Integrated Filipino Canadian Nurses Association (IFCNA) is a volunteer-driven organization dedicated to supporting internationally educated nurses (IENs) as they navigate the complex process of integration, licensure and professional growth in Canada. Despite limited resources, IFCNA has continued to thrive through the commitment of volunteers who work tirelessly to mentor, guide and empower IENs to achieve success in Canadian healthcare.” He adds candidly: “However, our efforts are often challenged by a shortage of mentors and limited funding to sustain and expand programs such as information sessions, mentorship initiatives and professional development activities.”

Gaqui identifies specific ways nurse leaders can support this work:

• Recognizing and promoting the value of IENs as an integral part of Canada's nursing workforce
• Encouraging experienced nurses within their organizations to volunteer as mentors and share their knowledge and experience
• Collaborating with IFCNA to provide institutional support – such as access to training venues, continuing education partnerships or sponsorship of programs that build IEN capacity
• Advocating for equitable credential recognition and inclusive policies that reduce barriers for IENs entering the workforce

He concludes: “Through these actions, nurse leaders can help strengthen IFCNA's impact and ensure that internationally educated nurses are empowered, integrated and positioned to contribute meaningfully to the future of nursing in Canada.”

Gravoso frames the call to action in terms of representation and equity: “I want nurse leaders to know that IFCNA is more than an organization, it's a movement of compassion, resilience and shared purpose. Behind every Filipino IEN is an unseen story of struggle, perseverance and hope. Many of us have faced the complex and often overwhelming process of registration, yet we continue to rise, bringing with us a wealth of global experience, dedication and expertise that can strengthen Canada's healthcare system.” He emphasizes shared goals: “At IFCNA, we share the same vision as every nurse leader: to help nurses reach their full potential and to ensure that skilled professionals can return to practice and contribute meaningfully to patient care. We are not just advocating for recognition, we are partnering in making a difference, helping to address workforce gaps while nurturing a community of competent, compassionate nurses.”

Gravoso makes a specific request: “Nurse leaders can make a powerful difference by recognizing and including IFCNA in meaningful conversations that shape the future of nursing. Filipino nurses make up a significant part of the nursing workforce, and the voices of IENs deserve to be heard, valued and represented. We ask nurse leaders to stand with us in advocacy, to listen to the lived experiences of IENs and to collaborate with us in creating equitable and inclusive pathways for professional growth and integration.” He describes the forms this support could take: “By supporting IFCNA's initiatives through mentorship, partnership or simply opening doors to dialogue, nurse leaders help bridge gaps, break barriers and build a stronger, more diverse healthcare community.” Gravoso concludes with a compelling rationale: “When leaders include IENs in the conversation, they are not just supporting our advocacy, they are investing in a more inclusive, compassionate and globally competent nursing profession.” This perspective reframes IEN support not as charity but as strategic investment in healthcare excellence and workforce sustainability.

Bayanihan: Community Support as Organizational Philosophy

Throughout the interview, both leaders reference the Filipino cultural value of bayanihan, which translates approximately as “community support” or “working together for a common goal.” Gravoso explicitly identifies this as IFCNA's organizing principle: “Above all, we embody the Filipino spirit of Bayanihan, or community support. We rise by lifting one another. In IFCNA, no one is left behind. Together, we create pathways of support, empowerment and belonging for every IEN striving to make a difference in Canadian healthcare.” This cultural framework transforms what could be simply a professional support organization into something more profound, a manifestation of collective identity and mutual responsibility. The bayanihan philosophy explains several distinctive features of IFCNA's approach: the emphasis on members who have succeeded in returning as mentors, the organization's commitment to serving despite resource limitations and the integration of cultural and community activities alongside professional development. This cultural grounding may also explain IFCNA's resilience and sustainability despite operating with minimal financial resources.

Conclusions

The IFCNA exemplifies how community-driven organizations can address systemic barriers in healthcare workforce integration. Through comprehensive programming spanning licensure support, skills development, career assistance and policy advocacy, IFCNA has created a sustainable model of peer support for IENs. The organization's success, despite significant resource constraints, demonstrates the power of lived experience, cultural values of mutual support and committed leadership.

For nurse leaders and healthcare organizations, IFCNA's work reveals both the gaps in existing systems and the potential for partnership. The challenges Filipino IENs face, that is, credential recognition delays, overwhelming registration processes, lack of accessible guidance and mentoring, represent systemic issues that no single organization can resolve alone. However, IFCNA's multi-faceted approach offers a model for how professional associations, educational institutions and healthcare employers might collaborate to create more effective pathways for IEN integration.

The leadership perspectives shared by Gaqui and Gravoso underscore the importance of representation and authentic engagement. When those with lived experience of IEN challenges lead advocacy and support efforts, the resulting programs and policies are more likely to address actual needs rather than assumed barriers. Their call for nurse leaders to “include IENs in the conversation” represents more than a request for consultation; it is an invitation to build truly inclusive professional communities that leverage the global expertise IENs bring to Canadian healthcare.

As Canada continues to rely on IENs to address healthcare workforce shortages, organizations such as IFCNA become increasingly vital. Their work not only helps individual nurses achieve licensure and employment but also strengthens the profession by ensuring diverse perspectives inform nursing practice and policy. The bayanihan spirit that animates IFCNA, the desire and commitment to supporting and lifting each other up, offers a compelling vision for nursing leadership more broadly: one where success is measured not by individual achievement alone but by collective flourishing.

Through strategic partnerships, resource sharing and authentic collaboration, nurse leaders can help ensure that IFCNA's vision becomes a reality. As Gravoso and Gaqui emphasize, this means creating a future where IENs are “empowered, integrated and positioned to contribute meaningfully to the future of nursing in Canada.” The voices and experiences of Gaqui and Gravoso illuminate the path forward, one built on mutual support, cultural values and the recognition that when we lift each other up, we strengthen the entire profession.

About the IFCNA

The IFCNA is a federally registered non-profit organization established in 2019 to assist and advocate for Filipino and Filipino-Canadian nurses in Canada. According to Gaqui, IFCNA's mission is to “foster unity, advocate for Filipino and Filipino-Canadian nurses and help address challenges such as the nursing shortage in Canada” while assisting “IENs with their accreditation process through nursing regulatory bodies in Canada.”

Correspondence may be directed to IFCNA by e-mail at ifcna.cares@gmail.com or visit their website at www.ifcna.ca and their Facebook page at https://www.facebook.com/groups/370352566887708.

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