Growing Disparity in Healthcare Workforce Demand and Supply

Student

Course

Institution

Professor

Date

Growing Disparity in Healthcare Workforce Demand and Supply

Reasons for Predicted Increase in Workforce Demand

1. Aging Population: According to Frogner et al. (2023), the demand for healthcare services increases with an aging population, particularly in geriatrics and chronic disease management.
2. Medical Technological Advancement: Other than those of a scientific type, there has been massive change and progress in the medical sciences. More personnel are required to fill these gaps in terms of these technologies’ drivers.
3. Expanded Health Care Access: Policies expanding access to health care, such as those under the U.S. Affordable Care Act, have increased the number of people seeking health care and the demand for providers.

Reasons for Projected Fall in Supply

1. Retirement of Baby Boomers: Frogner et al. (2023) note that the retirements being taken in the healthcare profession are of all Baby Boomers—nurses and physicians alike—many of whom are near retirement.
2. Lack of Education and Training Programs: The low level of investment in programs about education and training in healthcare results in only a few qualified healthcare professionals entering the workforce.
3. Workforce Burnout: Health workers often suffer from a high level of stress and burnout, quitting early from the profession, further worsening the workforce deficit.

Government Interventions to Increase Supply

1. Education Programs Support: Frogner et al. (2023) explain how governments can award adequate funding to assist in developing healthcare education programs and increase the number of healthcare graduates in the workforce.
2. Retention Incentives: This involves policies that provide incentives to healthcare workers to remain in service longer, such as loan repayment and tax exemptions or tax breaks on further continuing education.

Employer’s Strategies

1. Workplace Flexibility: Frogner et al. (2023). Job opportunities can be created that support flexibility in the workplace environment and accommodate working hours for health professionals.
2. Investment in Training and Development: Continued in-service training and professional education foster increased job satisfaction and retention of human resources.

References

Frogner, B. K., Patterson, D. G., & Skillman, S. M. (2023). The Workforce Needed to Address Population Health. ˜the œMilbank Quarterly, 101(S1), 841–865. https://doi.org/10.1111/1468-0009.12620