Viewpoint: How to combat Indiana's nursing shortage
It’s been a long couple of years for our health care system nationwide, and we have a closer lens on how COVID has impacted the medical ecosystem throughout Indiana. Although we’ve entered into the endemic phase of the pandemic, that doesn’t erase the fact that our nurses in the workforce will continue to feel the effects for at least three more years. As we round out the year, the strain is accelerated due to seasonal spikes in illnesses coupled with the long-term effects of COVID.
These obstacles are coinciding with the ongoing nursing shortage we’re facing in Indiana. According to the Indiana Hospital Association, our state will need about 5,000 more nurses by 2031. Pandemic protocols prolonged the licensure process for many nursing students, but House Enrolled Act 1003 simplified certain nurse licensure restrictions to help with the nursing shortage by increasing enrollment at faster rates and offering more freedom to grow and join the workforce. The new law earned support from St. Joe County lawmakers and was a major step forward for Indiana. However, some hospitals still haven’t implemented this change into their own operations.
As we recently ended daylight saving time, we were reminded of the extra hour night shift nurses – and all night shift workers – added on to an already taxing shift. This is just one example of an annual occurrence when additional strain is placed on our healthcare workers, yet they show up to care for their communities. The nursing shortage affects both the current workforce and the level of care that patients can expect to receive. WGU Indiana, having ties with hospitals throughout the state, is here to address what can be done to help uplift our current healthcare workforce while also creating a more sustainable field for the next generations of professionals.
Break down barriers to degree programs.
Providing quality patient care requires extensive training and education. It’s critical to the growth and sustainability of the healthcare workforce. The nursing profession offers more than 80 careers and specialties, which translates into a long list of potential degree programs. Unfortunately, higher education isn’t always of equal access – be that because of cost, flexibility, location or otherwise – but it needs to be. Health care and higher education leaders carry the responsibility of helping break down barriers for entry into programs to support the workforce. By creating more streamlined opportunities, entry-level healthcare professionals – like licensed practical nurses or medical assistants – can graduate to more skilled work while seasoned nurses can find ways to emerge from the heavy weeds of patient care and grow their profession.
Fortunately there are higher education partnerships that exist for hospitals that offer flexible, competency-based degree programs so that nurses can continue caring for patients while pursuing a degree. Healthcare leaders are in a position to help make these partnerships a reality, which can then lead to stronger retention rates for nurses and provide immediate pathways for those who are looking to upskill within the organization.
Recruit nursing preceptors.
Preceptors, or mentors, yield many benefits to nurses who are newly entering the field. Preceptors are positioned to offer on-site feedback, support and education. And engaging, experienced preceptors quickly translate to workforce growth and an increase in quality care. What’s happening, though, is that the number of preceptors in Indiana is decreasing alongside the overall number of nurses in the field, whether it be due to retirement or those choosing to willingly leave the field.
The average age of registered nurses is 52, according to a recent survey. This prompts us to dig in and understand what’s next. It’s not uncommon for nurses in the 50-60 age demographic to start preparing to retire or adjust their role until they do. Healthcare leaders have an opportunity to encourage and incentivize this seasoned group of professionals to serve as mentors as a way to retain younger nurses and encourage prospective nurses to enter the field.
Prioritize mental health and a work-life balance.
Nurses are some of the most talented, caring and compassionate individuals. We see this at our annual check-ups, within our schools, each time we’re feeling under the weather, and when we’re in need of more critical care. It goes without saying that nurses are experts at caring for others, but are they being given the time and resources to care for themselves?
In recent times, the answer is often “not really.”
Nursing requires in-person care and doesn’t come with the potentially extensive list of perks other professions offer. It is up to healthcare leaders to reimagine benefits and flexibility for hospital staff, like access to education, more flexible scheduling and innovative compensation packaged for a better work-life balance. These are only some of the options that help prioritize mental health and acknowledge the importance of a work-life balance. It is a critical step in retaining workers and attracting a talented pipeline. The quality of patient care will suffer alongside the workforce, negatively impacting hospital quality metrics and thus funding. It’s a potentially vicious cycle if we don’t start to create a more inviting workplace.
Our health care system remains at battle with shortages and strain. We must address this now – from all angles – to ensure we’re providing a sustainable workforce for every current and future nurse who is driven to care for their communities.
Lisa Eagans is state director of Prelicensure Nursing for WGU Indiana, is a nonprofit, online university offering 60-plus degrees in the four colleges of business, teaching, I.T. and health/nursing.
This article originally appeared on South Bend Tribune: How to combat Indiana's nursing shortage
