Workforce Models Research Articles

Workforce models delivering stress echocardiography in the UK - insights from the BSE-NSTEP multi-centre study.

Abstract Introduction The British Society of Echocardiography National Review of Stress Echo Practice (BSE N-STEP) is a large, prospective, multicentre study investigating stress echocardiography (SE) practice within the UK National Health Service. We used this dataset to identify, categorise and compare the characteristics of the workforce groups delivering SE within this real-world study cohort. Method Recruitment occurred between September 2020 and June 2023 across 34 NHS trusts. All patients provided informed consent and underwent SE following the local policy of each trust. Baseline characteristics of participants and details of SE procedure were recorded including stress modality and test outcome data. In addition, workforce involved in delivery of each test was self-reported including a description of staff responsible for test delivery, reporting and overall test supervision. Based on this, studies were categorised as either doctor-led (DL) which included both consultants and doctors in training, or cardiac physiologist/nurse-led (CNL). Frequency data was reported for each workforce group with Chi-square analysis used to identify differences between categorical variables. Results Data from 8506 patients were included in this analysis. SE supervision was identified as DL in 4839 (56.9%) and CNL in 3636 (42.7%) of which 79% was supervised by a cardiac physiologist. 28 hospitals reported both DL and CNL services. CNL services tended to be within higher volume centres, so that 4 trusts (two regional hospitals and two tertiary) contributed 71% of the total SE activity. Patients in CNL services were of similar age compared to DL service but were more likely to be male (p=0.008) and had a higher risk factor profile including hypertension (54.9% vs 50.1%), hypercholesterolaemia (50.3% vs 39.6%), and diabetes (24.9% vs 18.8%) (p=<0.001). The proportion of patients seen for ischaemic heart disease tests was similar between DL and CNL clinics (89.1% vs 89.7%, p=ns) but CNL services performed more viability (0.8% vs 1.2%, p= 0.04) and pre-op studies (2.6% vs 3.4%, p= 0.03). DL services more commonly performed dobutamine stress studies (63.0% vs 56.3%, p=<0.001) whilst the CNL group performed more exercise SE (42.8% vs 36.4%, p=<0.001). Positivity rates for SE were similar across DL and CNL groups (17.1% vs 17.7%) as were inconclusive/ abandoned tests (3.8% vs 3.6%, p=ns). However, there was a lower rate of reported complications in the CNL services (2.2% vs 5.3% (p= <0.001). Discussion: Supervision of SE testing has traditionally been led by cardiologists with nursing and physiologist staff acting in supporting roles. This study demonstrates that the UK SE workforce is evolving, with non-medical-led services contributing significantly to the volume of SE activity although clear differences in the test modality remain between DL and CNL services at present.

P1074 Deep dive into an IBD service: mapping and identifying service gaps

Abstract Background Similar to numerous IBD services, our institution experienced an increase in patient demand without a corresponding growth in capacity to meet this. The decision to implement a turnaround strategy for the IBD service was made by members of the MDT IBD team. A Transformation Director was commissioned to collaborate with the IBD team to identify service gaps. This project commenced in December 2023 and was concluded in March 2024. The aim was to undertake a deep dive into the IBD service, provide evidence for investment and to create a well-managed, preventative service that prioritises patient safety. Methods We developed a workforce model based around IBD and service and the interventions required to support different levels of IBD severity. The project consisted of four stages: cohort sizing, detailing the service; identifying service requirements and workforce gap analysis. Using EPIC© electronic patient records system we were able to identify and cohort the population, define disease severity in 10,500 patients. We were able to annualise the clinical case load, measure this against current provision and using evidence from national and international standards of care, clearly identify the required workforce and gap. Results A workforce gap of 6.7 WTE nurses was identified utilising Leary et al (2018) workforce modelling. Additional deficiencies included pharmacy time, consultant gastroenterologists and colorectal surgeons and lack of psychology provision. Through the application of faecal calportectin we were able to map the disease severity of the patient cohort. There is significant interest from health practitioners and policymakers in interventions to reduce the burden of inappropriate A&E attendances. We were able to retrospectively determine the number of A&E attendances over a 19 month period with associated inpatient stays and identify peaks in attendances and admissions correlating with staff departures and illness in the team (see Figure 1) Conclusion By identifying the gaps in service we have been able to engage with hospital executives with an acknowledgement of under investment in IBD services and a coordinated plan of recovery and implementation of several initiatives including an IBD Hot Clinic, additional IBD Advanced nurses and Consultant Gastroenterologist and colorectal surgeons and the introduction of psychological services. The implementation of the deep dive is expected to yield multiple benefits and provide preventative safe and high-quality care. The results have served as evidence for immediate and future investment in the IBD service. The model developed can be used across other long-term conditions and other IBD services. References Alison Leary, Isobel Mason, Geoffrey Punshon, ‘Modelling the Inflammatory Bowel Disease Specialist Nurse Workforce Standards by Determination of Optimum Caseloads in the UK’ Journal of Crohn’s and Colitis, Volume 12, Issue 11, November 2018, Pages 1295–1301, https://doi.org/10.1093/ecco-jcc/jjy106 Figure 1: Hospital admissions (NEL non elective admissions)

Oral health services provided for Aboriginal and Torres Strait Islander peoples in Australia: a scoping review.

ObjectiveThe shortage of oral health professionals in rural and remote regions of Australia directly impacts the access to oral health services for people who live in these regions, including Aboriginal and Torres Strait Islander peoples. This scoping review aims to explore where and how these services are provided for Aboriginal and Torres Strait Islander peoples and the relevant workforce model used.MethodsElectronic databases, including MEDLINE, EMBASE, Cochrane, and CINAHL, were searched. Grey literature searches included the Australian Indigenous HealthInfoNet webpage, Australian Institute of Health and Welfare, and Advanced Google search.ResultsOral health services were classified into the following categories: (1) clinical oral health services, (2) oral health promotion to improve oral health awareness, knowledge, attitudes, behaviours, or skills at patient/community level, and (3) oral health promotion including the use of single clinical interventions (e.g. fluoride varnish). Services were delivered in a variety of settings including community health clinics and schools or using mobile dental equipment. Both the dental and non-dental workforce were utilised to provide these services. Limited data were found on the experiences and challenges faced by the workforce that provide these services.ConclusionOral health services provided for Aboriginal and Torres Strait Islander peoples in rural and remote regions of Australia vary in service type, location, and workforce involved. Future research is required to explore the experiences and support of this workforce. This can enhance delivery of culturally and clinically safe oral health services for Aboriginal and Torres Strait Islander peoples, particularly in rural and remote regions.

JNCQ0125-Implementing a Care-Based Nursing Workforce Model: Implications for Missed Care, Teamwork, and Satisfaction.

JNCQ0125-Implementing a Care-Based Nursing Workforce Model: Implications for Missed Care, Teamwork, and Satisfaction.

Clinical care ratios for, and tasks undertaken by, allied health professionals: A scoping review of the literature.

With the increasing demand on the global health system and the presence of persistent healthcare disparities, it becomes imperative to utilize the full potential of the healthcare workforce, including allied health professionals (AHPs). To date, no review has mapped the literature on clinical care ratios (CCRs) for AHPs. This information is vital in guiding future work-force planning to address healthcare issues such as understaffed and at capacity hospitals. This scoping review mapped available evidence to offer a comprehensive insight into current AHP CCRs, enabling evidence-based decision-making that ensures optimal care and enhanced system efficiency. The scoping review was undertaken using the 'Preferred Reporting Items for Systematic reviews and Meta-Analyses extension for Scoping Reviews' (PRISMA-ScR). The search was conducted using Ovid (MEDLINE, Embase, Emcare, PsycINFO), CINAHL, the Cochrane Library, Scopus, PEDro, OTseeker and grey literature. Two reviewers independently screened records, following which data extraction was completed for the included studies. Descriptive synthesis was used to summarize the data. Of the 7670 records identified, 18 studies were included in this review. Whilst there was variability between AHPs on direct clinical time spent with patients, considerable amount of time was also spent on activities beyond direct clinical care. To offset this, literature highlights opportunities for allied health assistants and students to undertake tasks which would free-up AHPs to undertake more direct and higher-level tasks. However, limitations of findings (variability in measurement, lack of coverage of some professions) limits generalisability. While the literature highlights considerable variability in CCRs among different AHP disciplines, it does appear nearly a nearly a third of time spent by AHPs are on tasks that are beyond direct clinical care. Future research could explore new workforce models which would free-up AHPs to undertake more direct and higher-level tasks.

A Model for Enhancing Workforce and Health System Resilience Against Natural and Human Crises

Background: Human resources are the most crucial asset of any organization, and by maintaining and strengthening them, organizational goals can be achieved. In the context of health systems, human resource resilience is primarily focused on the theoretical development of this concept and its various dimensions. Objectives: This study aimed to develop a model to enhance the resilience of human resources within the health system. Methods: This study used a mixed-methods approach, conducted in two stages. In the first stage, a scoping review of relevant literature was carried out across multiple databases (Scopus, ScienceDirect, PubMed, and Google Scholar) to identify dimensions and preliminary indicators for the model. A total of 20 studies that met the inclusion criteria were analyzed. Studies were included if they met two criteria: (a) the term "resilience" was used in the title, abstract, or keywords, and (b) the main analytical focus was on health systems. In the second stage, the initial model was designed using the fuzzy Delphi technique. The degree of association of each component and factor in the final model was assessed using the fuzzy DEMATEL method for the primary components and the interpretive structural modeling (ISM) technique for secondary components. Finally, the relationships between the indicators were determined based on the effectiveness and influence of the components. Results: Three key dimensions were identified in this study: (1) behavioral dimension (work experience, creativity, work commitment, and job design), (2) motivational dimension (in-service training, lifestyle changes, self-esteem, empathy, interaction with the surrounding environment, and continuous performance evaluation), and (3) empowerment dimension (employee welfare, rewards, job promotion, damage compensation, timely handling of complaints, and job security). Conclusions: To foster and sustain resilience in human resources, it is essential to address behavioral, empowerment, and motivational dimensions within the health sector. Managers should consider the dimensions and indicators proposed in this model to improve workforce resilience.

The reality of nursing time: how nurses spend their shifts.

Nurse staffing levels are increasingly challenged while pressures on healthcare systems are rising. There is a clear need to optimise efficiency in healthcare delivery in order to deliver safe, effective and quality health care. To understand how nurses working shifts spend their time and explore opportunities to improve efficiency in care delivery. A time-motion study was conducted on three acute care wards in a district general hospital in West Wales; 13 nurses were observed over 14 shifts, each activity undertaken was recorded in real time. In all, 109 hours were observed. Approximately half of nurses' time is spent delivering direct patient care, with medications administration taking the majority of time. A number of recommendations are made involving processes and workforce modelling with the aim of improving efficiency and safety. Further research would be required to assess the impact of their introduction.

Workplace Spirituality for Small and Medium Enterprises Performance in the Changing Technological Era

The objective is to examine the significance of workplace spirituality for survival of small and medium enterprises (SMEs) in the present dynamic market of the technologically advanced automation, robots, and artificial intelligence in the Industry 4.0 era and Industry 5.0 that recognizes the importance of cooperation, human creativity and ethical concerns. Organisations are transitioning to a hybrid workforce model by establishing digital workplaces and work from remote. The result of smart technologies and human robotic co-working, human engagement with each other has reduced physical communication among the employees and with the customers, the consequence is, increase of human-related issues, work-life imbalance, family and social issues, that is a matter of concern and very few research have been conducted to establish the negative impact on employees and their wellbeing. With the two sets of samples size consisting of 319 participants and 251 participants analysed separately, were considered for the research and concludes that in SMEs, there is a positive and significant impact of workplace spirituality on the organizational performance, however with regards to the small enterprises the impact of workplace spirituality is moderately positive on the organizational performance, but with regards to the medium enterprises the impact is strongly positive on the organizational performance. This finding is important and useful for the stakeholders to understand the factors that can help them to improve the SMEs performance, to remain competitive in the advanced technological era and for their sustainability. Academic and managerial implications, suggestions for future research, and limitations has been provided.

Forecasting the future demand on health workforce – the Austrian model

Abstract Background An aging population and upcoming retirements of health care professionals pose new challenges to the Austrian health care system. On the one hand the health care and nursing needs will increase while at the same time a shortage on health care personnel threatens adequate supply. We as the Austrian Public Health Institute estimate the risk of an undersupply with model-based health workforce forecasting and are therefore able to advise the federal states and the ministry of health on early measures. Methods We developed a forecasting model to estimate the future supply and demand. The main influencing factors are the demographic development as well as the upcoming retirements and graduates. Different environments and needs in different federal states (e.g. changing future skill mix) are considered and can be implemented as additional influencing factors. Usually a baseline scenario as a forward projection of the status quo is developed for defined professions and workplace settings. Then depending on the stakeholder needs additional scenarios are calculated and discussed. A usual forecast horizon is 10 to 15 years. Results Model output are time series of yearly workforce personnel numbers (heads and full-time equivalents) and demand in the defined settings. An analysis of possible gaps shows the need for action. Conclusions The Austrian health workforce model is a flexible tool to estimate future needs on health workforce based on different assumptions. But as assumptions and influencing factors must be represented as data, the data collection can be quite laborious. Comprehensive data is the basis for a comprehensive health workforce planning. Further work is needed to develop practical and evidence-based nursing-sensitive indicators for nursing workfoce reportings on a country level. In Austria the health professionals register forms the basis for the description of the nursing workforce structure, but that there is a need for data sources on care effectiveness. Key messages • Comprehensive data is the basis for a comprehensive health workforce planning. • An aging population and upcoming retirements of health care professionals pose new challenges to the Austrian health care system.

The Smart Organization Movement: A Review and Research Agenda for Digital Competencies

In the rapidly evolving landscape of the digital era, organizations are grappling with the imperative to cultivate and harness digital competencies among their workforce to remain competitive. The 12th Malaysia Plan Mid-Term Review (12MP MTR), under one of the 17 Big Bold Measures calls for strengthening sectors and industries with high growth and high value (HGHV). The call to focus on Global Business Services (GBS), identified as one of the strategic industries on the digital competencies of its future work talent is deemed imperative in producing a future agile workforce. The advent of emerging technologies and the increasing interdependence of various industries on digital platforms necessitate a future workforce that embodies agility in adapting to change. This problem statement delves into the pressing issues surrounding digital competencies and the imperative for a future workforce model characterized by agility. Hence, the main objective of this study is to explore a Digital Competency Model for the Malaysian future agile workforce. Academics and practitioners could also refer to this study to enhance their knowledge of digital competencies and workforce agility using a smart organization perspective.

Workforce Optimization for Quick Commerce Dark Stores: Talent Sourcing and Workforce Modelling Strategies

Quick commerce (Q-commerce) has transformed the retail and e-commerce sectors by enabling ultra-fast delivery of goods through hyper-local logistics and dark stores. The operational success of this model hinges on a structured workforce strategy that supports efficient scaling and agility. This paper explores innovative workforce optimization techniques that focus on organizational design, talent sourcing, and workforce modelling, referencing industry leaders like Flipkart, Zepto, Instamart, and Blinkit. The study identifies the vital roles within dark stores and the approaches to talent acquisition, emphasizing localized recruitment, employee retention, and technology integration. It further presents best practices for scalable workforce modelling to accommodate seasonal demands, high attrition rates, and hyper-growth environments, ensuring sustainable development in the Q-commerce industry. Keywords: Quick Commerce, Workforce Strategy, Talent Sourcing, Dark Stores, Organizational Design, Hyper-Local Delivery, Workforce Modelling

Implementing a Care-Based Nursing Workforce Model: Implications for Missed Care, Teamwork, and Satisfaction.

Nursing care delivery models may serve as a significant factor contributing to nurse satisfaction, frequency of missed care, and patient outcomes. The nursing leadership team at our institution sought to determine if an adaptation of our primary registered nurse (RN) nursing model would enhance satisfaction of bedside nurses and care of patients. An improvement study introducing a care-based delivery model was implemented between January 2023 and January 2024 on a medical-surgical neurology/spinal unit at our organization. Adoption of a care-based nursing model was supported with the delivery of brief education sessions utilizing in situ simulations for development of competencies in teamwork and delegation. During the pilot period, overall satisfaction with job role improved 23%. Six missed nursing care elements and 7 teamwork elements significantly improved. A care-based nursing model may improve staff satisfaction and quality of nursing care.

A cross-sectional study assessing the role of interventional radiology services in regional and remote Australia.

It is estimated that 8% of hospitalised patients require treatment from Interventional Radiology (IR). However, little is known about the potential impact of IR on regional and remote Australians, including Indigenous patients. This study aimed to assess treatments performed by IRs on regional/remote patients to predict future IR workforce and governance needs. Single-centre cross-sectional study at a tertiary Victorian hospital. Patients were identified when they had an advanced IR treatment between 1 January 2022 and 2024. Basic procedures such as biopsy and drain insertion were not included. The primary outcome was the type and volume of IR treatments performed on patients who were transferred from a regional or remote home location for treatment. Of 3485 advanced IR interventions, 908 procedures (26.0%) from patients who lived in a regional or remote location were included with 36.5% female, of mean age 55.6 years (SD 17.9). 1.4% identified as Indigenous which is similar to the Indigenous population incidence in Victoria of 1.0%. Of this group, 350 (38.5%) were either a day procedure, overnight elective admission, or simple inpatient procedure which could have been performed in a regional centre, which included 1.1% Indigenous patients. There is an unmet need for IR services in regional and remote Australia, with many patients being transferred to our metropolitan centre for treatment that could be performed in regional IR hubs. This data will be important to drive government and hospital planning including capital infrastructure, workforce modelling and future recognition of IR as a new specialty in Australia.

Integrating vocational and higher education to train mental health professionals: a qualitative investigation

ABSTRACT Objective This study investigates an integrated approach to training higher education students for mental health work by exploring the experiences of undergraduate psychology students completing a Certificate IV in Mental Health during their degree. Method Semi-structured interviews were conducted with 8 undergraduate psychology students, in which participants were asked about their experiences, knowledge and skills gained through their course, and career aspirations on course completion. Data were analysed using a reflexive thematic analysis. Results Seven themes were identified ‘Rewarding challenge’, ‘Working with people’, ‘Understanding mental health’, ‘Value of skills’, ‘Psychologist-as-calling’, ‘Testing/Affirming/Broadening’, and ‘Theory-Practice’. Participants reported increased knowledge and skills concerning working within a mental health context. They also reported that completing the Certificate IV in Mental Health affirmed their career aspirations to work in the mental health sector as a general mental health professional or as a psychologist. Discussion Although the benefits to students are clear, exploring this approach as a means to train mental health workers to meet existing service gaps merits further discussion. These findings have implications for using integrated qualifications as a training model for the mental health workforce.

Using Brainstorming and Affinity Diagramming for Recommending a Care-Based Nursing Workforce Model.

Nursing care delivery models influence nursing workload. Poorly designed nursing workforce models may lead to lack of satisfaction in practice, inability to recruit staff, and nursing turnover. This paper describes a process that our team undertook to evaluate one nursing unit's nursing care delivery model and provides a recommendation for a nursing workforce model that ensures practice to top of scope while maintaining a balanced workload. Team brainstorming and affinity diagramming tools were used. The team findings resulted in a recommendation for an innovative care-based nursing model pilot. The use of brainstorming and affinity diagramming is an effective method for identifying opportunities to improve a nursing workforce model.

2317 Geriatrician-led perioperative services: an example of value-based care

Abstract Background Perioperative services must adapt to the needs of an increasingly older surgical population. Perioperative medicine for Older People undergoing Surgery (POPS) services integrate geriatric medicine teams into surgical pathways to provide quality and cost-effective medical care. This project aims to examine value-based outcomes (clinical and financial impact) of embedding a POPS service at a district general hospital. Methods Following a period of implementation on an acute Trauma and Orthopaedic (T&O) ward, a two-week pilot was undertaken. All emergency fragility fracture admissions aged over 65 years with Clinical Frailty Scores (CFS) of ≥5 were included. Patients with hip fractures were excluded. The POPS service provided medical consultation, medicine rationalisation, proactive treatment escalation planning and shared decision making, as well as leading multidisciplinary team meetings. Outcome metrics: geriatric medicine consults, medical emergency team (MET)/cardiac arrest calls, staff/patient satisfaction and clinical coding. The REDUCE trial cost calculator was used to estimate savings. Results 35 patients were included, mean age 84 years, mean CFS score 7. Ward MET calls and cardiac arrest calls were reduced from a weekly average of 2.5 to 0, and weekly referrals to geriatric medicine reduced from 3 to 0. Experience-based design surveys identified thematic improvements relating to leadership, communication, dignity and respect. Improved quality of documentation resulted in the comorbidity score tariff increasing from £3325 to £6096 per patient. For services introduced by POPS including Comprehensive Geriatric Assessment and delirium assessments, the REDUCE trial cost calculator estimated an additional saving of £2926 per patient totalling hospital savings of £2 million per year (for an estimated 700 patients per year). Conclusion Implementation of a POPS service at a district general hospital can lead to cost savings, improved patient and staff experience, and improved clinical outcomes within a sustainable workforce model.

Meta: XR-AR-MR and Mirror World Technologies Business Impact of Metaverse

Metaverse offers opportunities for companies to create innovative business models by providing a virtual platform where they can sell products and services and interact with customers in new and unique ways. Extended Reality (XR), Augmented Reality (AR), Mixed Reality (MR) and Mirror World technologies are important technological pathways for the metaverse. The metaverse concept is changing organizational structures with new opportunities and shaping the workforce for the future environment. The purpose of this review article is to discuss the concept of metanomics, the business implications of the metaverse in the context of the economy, business and employee-based value, future workforce, B2B opportunities and new business models. The concept of metaptation was associated with the metaverse in later studies to be conceptualized within the framework of adaptation theory. This review concludes by asserting that as the metaverse continues to evolve, driven by advancements in XR, AR, MR, and Mirror World technologies, it will not only revolutionize traditional business models but also necessitate a new paradigm of metaptation, where businesses must continuously adapt to harness the full potential of the metaverse in the realms of economic growth, innovative B2B opportunities, workforce development, and customer engagement. In order to be successful in this dynamic change process, businesses should adopt a strategic approach to adopting these innovative technologies. These strategic steps of businesses will contribute to gaining competitive advantage by enabling them to make the most of the commercial potential of the Metaverse.

Leadership, regulatory approaches and policy to re-orientate health services towards health promotion.

Globally, oral conditions remain the most prevalent of all non-communicable diseases. Among the broad range of target goals and recommendations for action by the World Health Organization's Global Oral Health Strategy, we call out three specific actions that provide an enabling environment to improve population oral health including: (i) enabling population oral health reform through leadership, (ii) enabling innovative oral health workforce models, (iii) enabling universal health coverage that includes oral health. The aim of the article is to outline how leadership, regulatory approaches and policy in Australia can strengthen health promotion practice and can inform global efforts to tackle the complex wicked problems associated with population oral health. Examples in Australia show that effective leadership, regulatory approaches and well-designed policies can address the growing burden of non-communicable diseases, and are made possible through public health advocacy, collaboration and research.

Models of Governance of Disability Therapy Support Workers in Rural and Remote Settings: A Systematic Scoping Review.

The National Disability Insurance Scheme (NDIS) ushered in a transformative era in disability services in Australia, requiring new workforce models to meet evolving participant needs. Therapy Assistants are utilised to increase the capacity of therapy services in areas of workforce shortage. The governance arrangements required to support this emergent workforce have received limited attention in the literature. This review examined the key components and contextual factors of governance in rural settings, specifically focusing on therapy support workers under the guidance of allied health professionals in rural and remote areas. Guided by the social model of disability and the International Classification of Functioning, Disability and Health, a realist perspective was used to analyse 26 papers (after deduplication), mostly Australian and qualitative, with an emphasis on staff capabilities, training, and credentialling. Success measures were often vaguely defined, with most papers focusing on staff improvement and few focusing on client or organisational improvement. Consistent staffing, role clarity, community collaboration, and supportive leadership were identified as enabling contexts for successful governance of disability therapy support workers in rural areas. Investment in capability (soft skills) development, tailored training, competency assessment, credentialling, and supervision were identified as key activities that, when coupled with the identified enabling contexts, were likely to influence staff, client and organisational outcomes. Further research is warranted to explore long-term impacts of governance arrangements, educational program accountability, and activities targeted at enhancing staff capabilities.

An MRT workforce shortage is no laughing matter

The Canadian Association of Medical Radiation Technologists (CAMRT) has collected profession-specific health human resource (HHR) and impact data to understand medical radiation technologist (MRT) workforce models. The cumulation of these efforts provides longstanding HHR trends that can inform medical imaging and radiation therapy departments. The data demonstrates the healthcare system is neglecting workplace safety across Canada and is causing negative physical and psychological impacts on MRTs as a direct result. Vacancy rates have exponentially increased, and in some cases tripled across time within medical imaging and radiation therapy. Over 1485 instances of workplace violence, aggression and/or harassment were directly experienced by MRTs within the six-month period preceding a survey. Other research indicates that healthcare professionals work through injuries based on cultural pressures to hide or minimize their physical and mental well-being, ultimately hiding the true impact HHR shortages have on the individuals working. This article provides call-to-action language and highlights evidence required to support national change for MRTs.