Over the past two years of the pandemic, the healthcare industry has lost a staggering 20-30% of its workforce. Making it the most understaffed industry with the second highest turnover rate next to hospitality. As hospitals across the board struggle to maintain a sense of safety and a sufficient number of staff in lieu of the ongoing pandemic,. The healthcare staffing shortage poses the most significant threat to the already strained US healthcare system.
Nursing Shortage during COVID-19
The nursing shortage is characterized by an imbalance of demand for qualified nurses far outweighing the availability of qualified nurses.
Nurses are a critical component of the overall healthcare industry, accounting for most of the workforce and position vacancies. Although there was a prior shortage of nurses pre-pandemic due to the rising geriatric population,. And a decreasing number of (young) qualified professionals are entering the medical field. 2022 is projected to have more nursing vacancies than any other profession. This is further compounded by the fact that there are an estimated 500,000 senior RNs. They are expected to retire this year, of which 1.1 million new RNs will be needed in order to avoid a severe shortage.
As projected future needs far outweigh the number of new registered nurses, even pre-pandemic,. It appears that the healthcare industry will continue to face some unprecedented challenges ahead.
The American Nurses Association (ANA) reports that the increased need for nurses extends beyond the current pandemic. While WHO has determined that maintaining a workforce density is required,. To accomplish the health-related Millennium Development Goals (MDGs), it was highly unlikely.
According to these figures, 57 countries face serious shortages, equating to a global shortage of 24 million doctors, nurses, and midwives. This is compounded by the fact that not all ‘available’ nurses will be willing to work at a given wage or set of work-related benefits. Which is why many are now opting for more lucrative travel nursing positions instead.
Many senior RNs are retiring or resigning this year, while many others are opting for non-nursing work, or retiring from the healthcare industry as a whole.
The Impact Of Nursing Shortages
“With an increased patient census, staffing ratios are very unsafe, especially with high acuity patients. Having 4+ critically ill patients not only puts licenses at risk, but the patients do not benefit at all. We’re just running around doing tasks, not providing adequate care.” ICU Nurse
Increased labor costs, staffing shortages, and a greater reliance on costlier travel nurses are impacting hospitals and healthcare systems nationwide. Resulting in decreased access to healthcare and increased healthcare costs.
ICU nurses pre-covid would experience a 1:1 or 2:1 patient-to-nurse ratio, but are now experiencing a 3:1 or 4:1 patient-to-nurse ratio. Thus facilitating staff burnout and unsafe nursing practices.
Several studies have found low nurse staffing ratios to be linked to various unfavorable health consequences, such as increased patient mortality. Adverse events following surgery, frequency of aggression towards staff, patient injuries, and cross-infection rates.
Conversely, several studies have demonstrated a correlation between maintaining sufficient nurse staffing ratios and favorable patient outcomes, such as decreased patient mortality and medical complications.
Addressing the Nursing Shortage
Failure to address the nursing shortage, whether locally, regionally, nationally, or globally, will potentially result in failing to maintain or improve healthcare.
Although there is no single policy or one-size-fits-all solution that will fix the widespread nursing shortage,. Addressing factors in the work environment, such as a decentralized management style, flexible employment opportunities,. And access to continuing professional development can improve both nursing staff retention and overall patient care.
To increase staff retention, hospitals will also have to incentivize benefits for younger workers. Such as offering student loan forgiveness or nontraditional shift schedules. Other incentives include safe nurse-to-patient ratios, hazard pay, and adequate mental health resources. Adequate staff support, and support programs for new nurses.
Some countries have the potential to expand their nursing recruiting base by allowing mature entrants, ethnic minorities, and newcomers. With vocational degrees or work-based experience to compensate for the lack of standard academic requirements to gain entrance to the profession. ‘Returners’ to the profession can also be lured. Most countries have huge pools of former nurses who have the appropriate qualifications to re-enter the nursing profession.