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The United States is expected to experience increased demand in medical care, a trend shaped by a demographic shift called “the Great Tsunami.” Baby boomers born immediately after World War II have left their mark on the U.S. population, and 21% of all U.S. citizens are expected to be 65 or older by 2030.
Due to this, the aging population will increase healthcare demands in hospitals, home care, and long-term care facilities. Nurses, the unsung heroes of the healthcare industry, work tirelessly in dangerous environments, for long hours and relatively low pay. Their dedication and hard work are often overlooked, despite the fact that patients spend more than 86% of their time with nurses, compared to just 13% with physicians. This ratio has created some alarming numbers concerning the ongoing COVID-19 pandemic. More nurses died during the pandemic than in any other healthcare occupation.
The ever-aging population has also had further implications aside from an increased need for care. Many nurses are ready to retire or leave the bedside. One study has shown that nearly half of nurses do the latter within two years of joining the profession.
The natural aging process and physical demands of nursing are taxing. The most prominent exit of nurses recorded in the U.S. occurred in 2020, and 500,000 retirements are expected to happen by 2024. This wave of retiring nurses is not just a statistic; it’s a pressing issue that might not allow time for administrators to promote a self-sufficient and sustainable nursing workforce.
One million nurses are expected to retire by 2030 as the older adult population grows. So as a large population will begin needing care, an exodus of skilled nursing professionals due for retirement is projected to occur. Organizations will face multiple risks when these experienced nurses who have accumulated invaluable knowledge and skills leave the workforce. The knowledge these nurses have to assess, identify changes, and respond to evolving medical conditions can only be learned over time. Patient care organizations and care settings must train and monitor new nurses and ensure that workplace morale is safe and effective in promoting professional growth. Those in leadership roles can develop programs to have older nurses mentor new nurses to ensure consistent quality patient care.
Before the pandemic, several statewide initiatives were underway to address the impending shortage of nurses and nurse educators. Among them is the University of Wisconsin’s 3.2 million Nurses for Wisconsin initiative to provide financial assistance for nurses who become educators in the state. The initiative came from the state-funded UW System Economic Development Incentive Grant, which was launched in response to the projected nursing shortage.
The demand for nursing practitioners is expected to grow the most. Nurse practitioners share the foundational principles of nursing, providing an integrated approach and unique perspective on total health. As the fastest-growing primary care provider, nurse practitioners focus on health promotion, education, and disease-preventative care. According to the U.S. Bureau of Labor Statistics, the number of employee nurse practitioners is projected to grow by 114,900 by 2030 to reach an estimated workforce of more than 335,000. According to the American Association of Nurse Practitioners, four of the top certifications for nurse practitioners were in primary care. As part of the Coronavirus Aid Relief and Economic Security (CARES) Act, nurse practitioners were permanently authorized to order and provide care for Medicare-eligible home health patients, many of whom are within the aging population. Currently, 43 states allow nurse practitioners to practice independently without physician oversight.
As the aging population requires more acute and chronic care management, they will need more geriatric and long-term care services. Recent data from the Bureau of Labor Statistics showed that registered nurses in long-term care settings earn lower wages compared to hospital nurses, and the general median wage for all nurses is less than that for other diagnostic and treatment positions in the healthcare industry. Regardless of the care setting, nurses report feeling underpaid and undervalued.
Patients who agree to hospice relinquish medical care to treat their illness. The focus has shifted to ensuring comfort care and other personal goals. As the aging population with life-threatening conditions increases, the demand for hospice services also increases. Hospice benefits include nurses, health aides, social workers, chaplains, and counselors to support patients and their families. Aside from staff, hospice provides medical equipment, drugs for pain and symptom management, rehabilitation therapy, and, in some cases, room and board in a specified care setting.
With the growing demand for medical care, including daily living activities, nurses would benefit from the ability to delegate specific tasks to supplemental staff. Human-like robots can be programmed with artificial intelligence capable of navigating clinical decisions and may assist patients with personal care tasks. In areas where therapeutic and diagnostic areas are correlated with nursing staff shortages, artificial intelligence systems can aid in retaining large volumes of health data and clinical information, as well as improve accuracy and reporting. Technological advancement can assist in restoring a nurse’s ability to engage and develop rapport with their patients actively.
The aging population is expected to affect the nursing field substantially. We must stay ahead of these changes to manage them effectively. Implementing strategies to manage these changes in nursing will help promote the best possible health outcomes for patients.
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