From tradition to transformation: The global journey of midwifery
May 22, 2025
Having a baby is the same everywhere around the globe, yet midwifery varies significantly around the world due to a complex interplay of cultural traditions, healthcare systems, economic resources, and government policies. In some countries, midwives are the cornerstone of maternal care, deeply respected and fully integrated into the health system. In others, they may have limited recognition, training, or support. These differences influence everything from the role midwives play in childbirth, to the level of autonomy they have, to the type of care women receive during pregnancy and birth. Understanding these variations offers valuable insight into global health disparities and the need for greater investment in maternal care worldwide.
This week, as we celebrate International Day of the Midwife, whilst the core role of midwives, to support women through pregnancy, childbirth, and the postnatal period, remains consistent, it’s interesting to explore how widely the delivery of this care is differs around the world:
Professional status and regulation
In some countries, midwifery is highly regulated, for example Australia, New Zealand and the UK. In these countries, midwifery is an autonomous, licensed profession and midwives are trained through degree programs, need to be registered, and are fully integrated into the health system.
In other less regulated or informal arrangements, on for example, parts of Africa, South Asia and Latin America, traditional birth attendants (TBAs) often play midwifery roles without any formal education or licensure. Some receive training from NGOs or ministries of health but are less likely to be officially recognised.
Models of Care
In a model of midwife-led care, prevalent in countries like New Zealand, Sweden and the Netherlands, midwives manage most low-risk pregnancies and births independently, often outside of hospitals, at home or in birth centres.
In physician-dominated systems, in for example the United States, South Korea and many Latin American countries, obstetricians oversee most births, with midwives often working only in certain settings like community clinics.
In the shared or dual model, the most common approach in Australia and Canada, women can choose between midwife-led or doctor-led care, with midwives increasingly integrated into hospitals and maternity units.
Cultural practices and levels of integration
In many indigenous and rural communities, especially in countries like Mexico, India and many places across Africa, traditional practices are most prevalent. Midwifery remains deeply tied to cultural rituals, herbal medicine, and spiritual beliefs. In countries like Guatemala and Peru, traditional midwives hold sacred status in many Indigenous cultures. Birth is seen as a spiritual transition, and midwives may use rituals involving herbs, massage, and prayer. Midwives are also honoured during Mother’s Day celebrations recognising their contribution to the community and motherhood specifically.
By contrast, in countries like Australia, a medicalised approach is the only approach, and birth is treated as a medical event. C-sections and hospital births are common, limiting midwives’ autonomy but maximising health outcomes for both mother and child.
Religion can also impact the role of a midwife. In many Islamic countries for example, female midwives are essential for maintaining cultural modesty during childbirth and the midwife’s role is often intertwined with religious rituals, such as reciting prayers or ensuring the baby hears the call to prayer after birth.
In some cultures, midwives are honoured through naming ceremonies, community feasts, or being given special status as “mothers to all.”
Birth Settings
Home and birth centre births are extremely common in some countries, notably the Netherlands and Japan, with many births occurring outside hospitals under midwife supervision, with strong systems for hospital transfer if required. Japanese midwifery places emphasis on a non-interventionist, holistic approach, often in birth centres or at home. Midwives (josan-shi) are recognised as licensed professionals with a strong focus on natural childbirth and emotional support.
In other places, notably, the US, South Korea, the UAE and Australia, most births occur in hospitals, and midwives often work with obstetricians or within hospital policies.
Despite the differences and nuances in the role of the midwife, there are some common and shared global themes, not least that midwives are deeply respected for their wisdom, trust, and nurturing presence. They are often recognised during birth ceremonies, community events, or public health days, or even through events like this week’s International Day of the Midwife, and there’s a growing global movement to blend traditional knowledge with clinical expertise, recognising both cultural value and health outcomes.
Image credit: WaterAid and Shahriar Rupam
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Here at Talent Quarter, providing quality support to both healthcare professionals and clients has always been a core part of how we work. Achieving ISO 9001 Quality Management Systems (QMS) certification with Certex is an important milestone that reflects the care, consistency and accountability we aim to bring to everything we do. As a healthcare recruitment and workforce solutions partner operating across Australia, Talent Quarter works closely with nurses, midwives, doctors, allied health professionals and social care workers across metro, regional and remote communities. What is ISO 9001 — and Why Does It Matter? ISO 9001 is an internationally recognised quality management standard designed to help organisations improve the way they operate, deliver services consistently and continually review how they can do things better. Rather than being a simple “tick-box” exercise, it requires businesses to build clear processes, strengthen accountability and create structured systems around risk management, documentation, communication and continuous improvement. Pursuing ISO 9001 certification gave the team an opportunity to strengthen and formalise many of the quality processes already in place across the business. As our organisation continues to grow and support more government and healthcare partners, having a recognised framework helps ensure services remain consistent, compliant and people-focused. The certification journey involved reviewing internal systems, refining documentation and improving visibility across processes and responsibilities. While it required time and collaboration across teams, it also created valuable opportunities to improve the way Talent Quarter works internally and supports its clients and candidates externally. Shannon O’Fionnagain, Executive Head of Operational Strategy & Governance at Talent Quarter, shared: “It strengthens customer confidence, supports improved customer satisfaction, and reinforces our culture of continuous improvement.” Certex’s collaborative and industry-informed approach played a key role throughout the process, helping ensure the certification journey remained both practical and aligned with Talent Quarter’s operational environment. For us, this certification is not just about achieving a standard - it’s about continuing to build trust, improve experiences and support healthcare communities with care and consistency.
In healthcare, aged care and community services, compliance is often treated like a checklist. Documents collected. Boxes ticked. Systems updated. But in reality, compliance isn’t a process. It’s a risk strategy. And right now, too many organisations are still managing it like an admin task. Across the sector, the same patterns show up: Credentials checked once, then assumed to stay valid Visa and work rights confirmed at onboarding, but not monitored Manual systems used to track expiry dates Last-minute scrambles when gaps are uncovered Mounting pressure during audits and reviews None of this is actually intentional. But it creates exposure and in our sector, that exposure directly impacts care quality, safety, and trust. Moving beyond “point-in-time” compliance A worker who was compliant three months ago… isn’t necessarily compliant today. Registrations change, documents expire and visa conditions evolve. If compliance isn’t actively monitored, gaps will appear. It’s not a question of if, it’s when. The cost of getting it wrong This isn’t just theoretical. It shows up in very real ways: Failed audits and costly remediation Regulatory penalties Service disruption and cancelled shifts Increased admin burden Reputational damage across clients and communities And most importantly, it introduces risk into environments where there is no room for error. What we’re seeing Through our work across Australia, one thing is clear: Most providers don’t lack intent, they lack systems designed to eliminate gaps. Because managing compliance… isn’t the same as controlling it. A different approach: Zero-Gap Compliance At Talent Quarter, we’ve shifted away from “point-in-time” compliance to a model of continuous compliance . We call it Zero-Gap Compliance - a system designed to remove the opportunity for gaps to exist in the first place. It’s built on a few simple principles: No clearance, no placement Continuous, real-time monitoring (not one-off checks) Verified visa status and work rights Automated alerts before issues become risks Full audit visibility across every worker If something isn’t current, verified, and compliant, it simply doesn’t go. What this delivers Reduced organisational risk Stronger governance More reliable workforce coverage Protection of care quality And ultimately, confidence that the workforce you rely on is exactly what it should be. There’s a simple rule we apply: If there’s a gap, we don’t place. No exceptions. No workarounds. No risk passed on.
If you’ve been considering a move to Australia as a Speech Pathologist, (we call them Speechies!) you’re not alone. It’s one of the most common conversations happening right now, and for good reason! The demand across the country is not just strong - it’s immediate and ongoing. Australia currently has over 1,000 vacancies for Speech Pathologists, with only around 11,000 clinicians actively practising. When you combine that with rising diagnoses of autism and ADHD, alongside increasing pressure on healthcare and community services, it becomes clear why employers are actively looking overseas. This isn’t a “testing the market” moment - your skills are genuinely needed. Where the Demand Is The majority of opportunities sit within paediatrics and community-based roles , particularly those funded under the NDIS (National Disability Insurance Scheme). Early intervention is a major focus across Australia, meaning many roles involve working with younger children and their families to support development as early as possible. It’s also worth considering regional locations . These roles often have: Greater demand Faster access to sponsorship Stronger pathways to permanent residency (PR) For many clinicians, regional roles can be the fastest way to establish themselves in Australia. What the Work Actually Looks Like In paediatric and community settings, your caseload will be varied — but with consistent themes. You’ll commonly work with: Autism spectrum disorder Speech sound disorders Developmental language delays Social communication difficulties ADHD-related challenges Global developmental delay Feeding (depending on the role) What stands out in Australia is the functional, family-centred approach . This isn’t just clinic-based therapy. You’ll often: Work closely with parents and carers Collaborate with schools and other professionals Focus on real-world, everyday outcomes It’s hands-on, practical, and highly impactful work. Visas and Sponsorship Most overseas Speech Pathologists relocate to Australia on a 482 sponsored visa , which can lead to permanent residency. The key thing to understand right now is this: Sponsorship is highly achievable. Employers aren’t just open to international candidates — they are actively relying on them to meet demand. Registration: Start Sooner Than You Think To work as a Speech Pathologist in Australia, you’ll need to meet the requirements of Speech Pathology Australia (SPA) . For clinicians from the UK, Ireland, USA, Canada, and New Zealand , there may be a mutual recognition pathway. For others, this typically involves: Meeting qualification requirements Demonstrating English proficiency (usually IELTS 8.0) Important Update From 30 June 2026 , the SPA framework is expected to become more structured and detailed. In practical terms, this may mean: A more thorough assessment process Longer processing times If Australia is on your radar, starting your registration early is one of the smartest steps you can take . What Employers Are Really Looking For Beyond qualifications, employers are looking for clinicians who can: Communicate effectively Build strong relationships with families Manage a caseload independently While paediatric and early intervention experience is highly valued, there’s one area that’s often underestimated: KPI and Caseload Management Experience Many roles - particularly in NDIS and community settings - involve: Billable targets Productivity expectations Managing a full and structured diary If you’ve worked in an environment where you balance workload, track output, and manage competing priorities, this will put you at a significant advantage. The Reality of the Role It’s important to be honest - community-based roles can be busy. You can expect: Travel between clients Administrative responsibilities Full and structured days However, these roles are also where many clinicians find: Greater variety in their work Increased flexibility High levels of job satisfaction You’ll often see the impact of your work quickly, while building a broad and valuable skillset. Final Thoughts Relocating internationally is a massive decision. But for Speechies, Australia offers a unique combination of: High demand Career stability Long-term visa and residency pathways Meaningful, impactful work If you’re considering making the move and aren’t sure where to start, having the right guidance can make all the difference. Maya Dwyer works closely with Speech Pathologists relocating to Australia every day, so if you’d like to explore your options or understand what this could look like for you, feel free to reach out. You can also email her: maya.dwyer@talentquarter.com
