1. Combat nurse shortage in affected countries by increase funding to educate and employ at least 5.9 million additional nurses.
Nursing Education Challenges
Program Location primarily in urban areas
Numbers of qualified faculty
Social and economic undervaluing of nursing work
Recruitment from underrepresented populations
Employment Challenges
Economic capacity for job creations
Budget provided by public sector to the health workforce
Findings
Nursing Workforce
One out of Six nurses are expected to retire in the next 10 years
17% of nurses globally are aged 55 years and above
4.7 million new nurses need to be employed over the next decade
Low - income countries' nurse density is 9.1 nurses per 10,000 population
High - income countries' nurse density is 107.7 nurses per 10,000 population
10% increase per years in number of graduates would be required
Education Pipeline
African , Eastern Mediterranean and South East Asia had the lowest density of nurses and graduation rates (7.7,7.1 and 12.2 per 100, 000 population)
Key Steps
Additional investments in nursing education US$10 per capita in low and middle income countries
Review and management of national wage bills
Accreditation of Institutions
Funding schemes for students willing to practice underserved areas upon graduation
Actively recruit from underrepresented communities
Incorporate rural training sites
Online distance education
Telehealth technology and simulation laboratories
Academic-clinical partnerships
2. Strengthen capacity for health workforce data collection, analysis and user.
Challenges
Insufficient data to comprehensively assess the complexity of migration patterns.
Insufficient data to conduct health labour market analyses
Lack of reports relating education, financing and health labour market flows
Key Steps
Accelarate National Health Workforce Accounts (NHWA)
Initiate Health Labour Market Analysis
3. Monitor and ethically manage nurse mobility and migration.
Challenges
Availability of better jobs
Destination country's family visa provisions
Findings
In high-income countries, 15.2% of nurses were foreign born/trained.
81% of the world's nurses work in Americas, Europe and Western Pacific which accounts for 51% of the world's population.
Key Steps
Reinforcement of the WHO Global Code of Practice on the International Recruitment of Health Personnel.
Countries excessive losses of nursing workforce
Ameliorate working conditions
Create professional development opportunities
Facilitate to work to their full scope of education and training
Countries overreliant on migrant nurses
Invest more on domestic production of nurses
4. Build education and training programs focused on primary health care and universal health coverage.
Challenges
Work preference towards hospital and acute care settings
Chooses private sector over public facilities
Gaps in the evidence of nursing contribution regarding climate change, complex emergenies, social determinants of health
Key Steps
Availability of clinical placement sites
Investment in nursing facilities
Curricula aligned national health priorities and emerging global issues
Creation of Advanced Practice roles
Leverage different research settings and methodologies
5. Strengthen nursing workforce through nursing leadership and governance.
Findings
115 of 76 responding countries, 71% have Government Chief Nursing /Midwifery Officer and 53% nursing leadership programme.
Presence of GCNO and nursing leadership programme are associated with stronger regulatory environment.
Key Steps
GCNO works in full partnership in making strategic decisions that impact health services
Development of more National Nursing Leadership Programs
10. Collaboration is key.
Key Steps
National governments with support from relevant domestic and international partners should:
Build Leadershiop, stewardship and managemennt capcity for Nursing Workforce
Optimize return of current investments in Nursing
Generate massive investment in the health workforce and in Nurses
9. Modernize professional nursing regulation.
Key Steps
Harmonize nursingg education and credentialing standards
Institute mutual recognition of nursing education anf professional credentials
Develop interoperable systems for quick verification of credentials
Facilitate regulatory frameworks
Initial competency assessments
Continuous professional development
8. Deliberately plan for gender-sensitive nursing workforce policies
Findings
Gender Pay Gap affecting women
90% of nursing worforce globally is made up of women
Only 25% of leadershoip positions in health globally are beld by women,.
7. Coordinate actions in support of decent work.
Challenges
Unfair treatment of migrant nurses
Findings
Low levels of working regulations in South East Asia, Western Pacific, African and South America.
Just 37% reported measures to prevent attacks on health workers, mostly SE Asia and Eastern Mediterranean
Avanced Nursing roles are more frequent in countries with lower density of medical doctors
Key Steps
Fair and adequate renumeration
Prioritize adequate staffing levels
Zero tolerance on sexual harassment
Zero tolerance on Violence and discrimination
6. Optimize the contributions of nursing practice.
Key Steps
Support nurses to work in their full potentials
Expansion of effective Nurse-Led models of care
Implement workplace policies that impact nurse retention
Facilitating advanced practice roles
Leveraging opportunities arising from digital health technology
Taking into account the nursing workforce aging patterns
Equitable and gender neutral system of renumeration
Wondershare EdrawMind
