eMagazine September 2022

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OUR PEOPLE, OUR MISSION Global Health eMagazine September 2022 Nursing Division Section Editor: Catherine G Winkler, PhD, MPH, APRN-BC Director of the Nuvance Health Global Health Program Nursing Division How do we recruit and retain Nurses? Highlights Spotlight Reflections Health Disparities Within Our Borders Nursing Division Among the Letters Our Beautiful Planet Art to Remember Who We Can Be Article of he Month Videos of the Month Global Health Family Calendar Photo News Resources Written by Catherine G Winkler, PhD, MPH, APRN-BC Director of the Nuvance Health Global Health Program Nursing Division As the world struggles to recover from a pandemic, a shortage of nurses currently coupled with an anticipated increase in patient care needs requires the profession to work efficiently to recruit and retain nurses. Nursing shortages have occurred often over the years so we have some strategies that can be employed but it will take a concerted effort to maintain approaches that will allow the profession to flourish with both novice and expert nurses employed in key areas of clinical care. To begin with comments made by International Council of Nurses Chief Executive Officer, Howard Catton holds true in that, ‘The value of nurses has never been clearer not only to our healthcare systems but also tour global peace and security. Nor could it be any clearer that not enough is being done to protect nurses and other healthcare providers……We should not shy away from calling out that this is a question of policy and politics….. Access to healthcare is central to safe, secure, economically successful, and equitable societies, but it cannot be achieved unless there are enough nurses to provide the care needed…. Governments should be urgently prioritizing investment in nursing and the healthcare workforce….. Contacting government officials and using professional organizations to advance policy change is a place to start. As an example, there is a toolkit available through the World Health Organization (WHO), Strategic Directions for Nursing and Midwifery: 2021-2025 (SDNM) which supports policy focus areas of education, jobs, leadership, and service delivery as well as the actions needed to institute a new practice. The toolkit has examples to support recruitment and retention -i.e., Enabling actions: “Bundle” retention policies that cover education, regulation, incentives, and personal and professional support. Consider a “rural pipeline” of students who undergo health professional training and return to their communities to practice. Implement legislative and administrative social protections, including practice indemnity for infection, disability, or death, paid sick leave, and occupational risk insurance. …….. and it continues (WHO, retrieved 8-22). These are tangible actions that can be taken to secure a nurse’s position. 18
OUR PEOPLE, OUR MISSION Global Health eMagazine September 2022 Highlights Spotlight Reflections Health Disparities Within Our Borders Nursing Division Among the Letters Our Beautiful Planet Art to Remember Who We Can Be Article of he Month Videos of the Month Global Health Family Calendar Further at the legislative and organizational levels, ensuring the safety and wellbeing of the nurse as well as colleagues is important now more than ever and in preparation for the next pandemic wherein nurses are protected and supported with policy and procedures, education and equipment and staffing to keep them safe. According to WHO healthcare workers represent less than 3% of the global population but represented 14% of the COVID-19 cases and in some countries the proportion was as high as 35%. Not only should policy and procedures be put in place at healthcare organizations now, but the awareness of these practices needs to circulate to all nurses as well as their colleagues. Retention can be improved with better orientation programs with built in support or as Dr. Woods, a nurse practitioner from Penn Medicine and chief nurse at Wolters Kluwer Health (Beckers, 2022) recommends extern programs set up by academic centers with healthcare institutions. Externs who then stay with the organization. This strategy supports the novice nurse and helps the organization with recruitment as well to go on to having experienced nurses who stay to continue to learn as well as educate new staff members. Through thoughtful and secured recruitment and retention, efficiencies and cost savings are gained as well as continuity of care which are best for patient care too. Ongoing considerations would target well-being through implementation of programs that integrate work-life balance with flexible staffing models, selfscheduling and professional autonomy. Additionally, availability of continuing professional development education programs that are valued, accessible and relevant are important to promote within organizations and when available partnered academic centers. Additionally, application of knowledge and skills is also vital to work satisfaction and retention of nurses. Another strategy that would likely promote education and application of knowledge would be the opportunity for nurses to cross-educate into other practice areas and environments. This would expand nurses’ knowledge and skills, help them to better understand another practice area, develop a better understanding and coordination of patient care across health care and facilitate collegial relationships. It also has the potential to improve staffing. Nursing leaders need to address the areas of education, policy, workplace safety and support of nurses working to their full potential. However, key to success in recruitment and retention is knowing your nurses and asking them – often – what is best for you and what is best for our patients. Remember, they know, and the best outcomes will be obtained by asking them and then acting on their recommendations. Photo News Resources Nursing continued on next page >> 19 19
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eMagazine September 2022

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