KLEIN: Fixing healthcare requires creativity, bold initiatives like doctor incentives

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Manitoba’s healthcare system is in dire straits, and the NDP’s promise to “fix healthcare” and attract more healthcare staff has fallen flat. The situation demands immediate and innovative solutions, not more of the same half-measures that have proven ineffective. If we look around at other regions facing similar challenges, it becomes clear that creativity and bold initiatives are essential. The examples from Ontario serve as powerful case studies, showcasing how innovative approaches can yield tangible results.

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Take Huntsville, Ont., for instance, where local authorities are offering an $80,000 signing bonus to any family physician willing to commit to the town for at least five years. This upfront financial incentive is a game-changer, addressing the immediate needs of healthcare professionals and encouraging them to settle in less populated areas. Similarly, Blanche River Health in Kirkland Lake offers a $2,000 reward to anyone, anywhere in the world, who successfully refers a doctor or nurse to their hospital. Such strategies are not just about throwing money at the problem; they are about recognizing and addressing the unique challenges faced by rural and remote communities in attracting healthcare talent.

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In Dryden, Ont., an isolated town more than 1,700 kilometers northwest of Toronto, the regional health center’s long-running doctor bonus scheme includes $37,500 for help with relocation expenses. When combined with separate provincial grants, doctors moving to Dryden could receive up to $155,000 for a four-year commitment. This kind of substantial, combined incentive package makes the prospect of relocating to a remote area not only feasible but attractive.

The reality is that simply offering lower housing costs or touting a union-friendly government is not enough to entice healthcare professionals to Manitoba. We must be creative and offer something uniquely compelling. Recently, I received an email from a reader who relayed a story about a friend, a doctor, who was weighing offers from Manitoba and Alberta. The friend ultimately chose Alberta, drawn not just by the lower taxes and scenic mountains but by the province’s investment in the latest medical technology and the opportunities for specialists to continue their research. This speaks volumes about what healthcare professionals are looking for: an environment that supports their professional growth and provides the tools they need to deliver the best care possible.

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Manitoba must invest in cutting-edge medical technology and facilities, rather than waiting for hospital foundations to do the heavy lifting. New doctors, trained on the latest equipment, are naturally drawn to places where they can continue to use and develop their skills. This investment will not only attract new talent but will also ensure these professionals remain in Manitoba, building their careers and lives here.

One innovative approach I have always championed is covering the cost of tuition for healthcare professionals who agree to work in Manitoba for a minimum of seven years. Skeptics argue that professionals might find ways to leave despite such agreements, but with a binding contract in place, this risk can be managed. Unfortunately, the government has often dismissed this idea without fully exploring its potential. It’s a short-sighted approach that fails to consider the long-term benefits and savings that such an investment could bring.

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Manitoba should consider offering tax-free incentives for healthcare professionals. While cash bonuses and relocation expenses are attractive, the allure of paying no taxes is a powerful draw that would make professionals take a serious look at Manitoba. The community, the doctors, are going to work in could offer no property taxes while they work in that community. This approach is creative, sustainable, and has no upfront risk. Unlike large cash bonuses that come with the risk of professionals taking the money and leaving, tax incentives would only be available as long as the professional continues to work in Manitoba.

We must acknowledge that we are in the midst of a healthcare crisis. Traditional recruitment methods, like hiring search firms and conducting global recruitment trips, are not producing the results we need. It’s time to think outside the box and develop innovative solutions tailored to Manitoba’s unique circumstances. By studying what other regions are doing and then going a step further, we can create a package of incentives that makes Manitoba not just a viable option but the preferred destination for healthcare professionals.

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Manitoba has the potential to become a top destination for healthcare professionals, but it requires bold, creative, and innovative actions. Investing in the latest technology, offering tuition coverage, and providing tax-free incentives are just a few of the ways we can attract and retain the healthcare talent we so desperately need. The time for half-measures is over. It’s time to take decisive action and ensure that Manitoba’s healthcare system is robust, sustainable, and capable of meeting the needs of its residents for years to come.

— Kevin Klein is a former Tory cabinet minister, a former city councillor and is the President & CEO of Klein Group Ltd.

Have thoughts on what’s going on in Winnipeg, Manitoba, Canada or across the world? Send us a letter to the editor at wpgsun.letters@kleinmedia.ca

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