Workforce issues
Supporting a flexible healthcare workforce
The UK’s health and social care system is facing significant challenges, including demographic shifts, increasing demand, financial constraints and workforce shortages. New approaches are needed to long-standing challenges, and we all have a part to play, argues Mark Underwood. He looks at how we can support a flexible health and social care workforce to ensure a better future.
The latest figures suggest that the NHS faces a shortfall of around 110,000 staff, including almost 40,000 nurses and 8,000 doctors.1 This challenge is exacerbated by an ageing population that requires more complex care, along with rising expectations for quality and accessibility. Flexible workers, such as those taking on agency work via a private provider, play a crucial role in addressing these issues. But how can we optimise the flexible health and social care workforce to ensure a win-win for both professionals and patients?
Challenges, workforce retention and sustainability Despite the publication of last year’s NHS Long Term Workforce Plan, recent projections paint a concerning picture for the future of the workforce. The supply gap is still projected to rise significantly, and by 2036/37, the healthcare workforce shortfall is expected to range from 260,000 to 360,000 staff members.2 These figures are being driven by an alarming
turnover rate of 11.2% among hospital and community health staff as of June 2023, with over 37,000 of those leaving being nurses.3 To tackle this unprecedented challenge, we
must reassess and enhance our support for the health and social care workforce.
Understanding the critical role of flexible workforce As one of the largest workforces in England,4 the health and social care sector faces a dual challenge: an ageing workforce and difficulties attracting younger professionals. The future of our health and social care system hinges on understanding why workers are leaving or contemplating departure. While the NHS remains a fantastic institution,
we know that some health and social care professionals prefer to work in flexible roles, allowing a different work-life balance and choice
By acknowledging the evolving needs of our workforce and strategically creating flexible working opportunities, we can co-create a system that accommodates greater flexibility, leading to a reduced workforce supply-gap and a happy and effective workforce.
of shift. Whether it’s caring responsibilities or a desire for professional development associated with working across different organisations and departments, this need for flexibility motivates many workers to look outside of substantive roles. This is something Acacium Group facilitates, placing tens of thousands of individuals each week, delivering high quality care and supporting efficient system performance. To help understand the perspectives of
flexible workers and to learn what is important to them, we have launched a new report. ‘From insight to impact: understanding and optimising the flexible health and social care workforce’, sheds light on this vital sector, offering key insights and actionable strategies, exploring: l The make-up and motivations of the flexible workforce .
l The impact inductions have on efficiency. l How likely the workforce is to remain in the sector in the next two years.
September 2024 I
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