Global Nursing Shortage Requires Comprehensive Policy Solutions, Study Shows

The Global Nursing Workforce Centre, a joint initiative of the International Council of Nurses (ICN) and TruMerit®, has released a new evidence brief highlighting the critical need for comprehensive workforce policies to address global nursing shortages. The study, titled "The Attractiveness of Nursing for Prospective and Current Nursing Students," draws on data from 42 countries to explore the factors that drive individuals to choose and remain in nursing careers.

According to the brief, working conditions, compensation, professional respect, career development opportunities, and the ability to provide quality care are key determinants for both recruitment and retention in the nursing profession. Peter Preziosi, PhD, RN, CAE, FAAN, President and CEO of TruMerit, emphasized that addressing these factors is essential for building resilient health systems.

"Demographic shifts, displacement, climate-related challenges, geopolitical instability, and digital transformation are reshaping workforce needs," Preziosi stated. "Nursing is no exception. This evidence brief offers actionable insights into what attracts people to nursing and what inspires them to stay. The message for policymakers is clear: evidence-informed workforce policies that support nurses' professional growth, well-being, and ability to deliver quality care are essential."

Howard Catton, CEO of the ICN, echoed the importance of these findings. "A sense of vocation may bring people into nursing, but it does not put food on the table, and it cannot protect nurses from burnout," he said. "The profession is being squeezed at both ends: younger generations rightly expect fair reward, flexibility, and opportunities to progress, while experienced nurses are being driven out by intolerable pressures. As a predominantly female profession, nursing must also provide decent work and genuine opportunities for women."

The brief notes that while purpose remains the greatest draw for nursing, working conditions are a major factor in both recruitment and retention. Burnout, staffing shortages, workload pressures, and workplace stress are significant deterrents for potential nurses and a primary reason why current nurses leave the profession. Additionally, professional value, including compensation and public perceptions of nursing, significantly influence career decisions.

Catton highlighted that governments and healthcare employers must address these conditions to create a sustainable nursing workforce. "Nursing shortages cannot be solved simply by encouraging more people to enter the profession," he stated. "Health systems must also address the conditions that cause nurses to leave. This means focusing on creating a supportive work environment that values and respects nurses, provides them with the necessary resources, and ensures they can deliver quality care."

The brief underscores the critical challenge facing governments, healthcare employers, educators, and workforce planners: attracting more people into nursing will have limited impact if health systems do not also address the conditions that cause nurses to leave. The Global Nursing Workforce Centre's mission is to transform global nursing workforce research into practical, evidence-based insights that support workforce planning, policy development, and sustainable health systems.

The findings from this study provide a clear roadmap for policymakers and healthcare leaders to develop comprehensive strategies to strengthen the nursing workforce. By prioritizing factors such as working conditions, compensation, and professional respect, policymakers can help ensure that nursing remains a viable and attractive career choice for future generations.