The notion that the United States is experiencing a nursing shortage is a popular narrative, but it is perhaps one that ignores a more nuanced phenomenon. The real issue is that nurses do not want to work in places where they are undervalued and underappreciated, driving an inequitable distribution of nurses across the country. The high rates of travel nursing in the US, where nurses fulfill temporary roles at health care facilities across the country, is a symptom of employers who do not value their employees. This is exemplified by the fact that some employers hire travel nurses at twice the pay rate of their current employees. Such practices are a major affront to those committed and regular staff nurses who oftentimes worked overtime, often without or minimal pay, and made many personal sacrifices during the COVID-19 pandemic. Organizations that struggle to retain their nurses likely have poor management practices (such as inadequate staffing, punitive work cultures, lack of or limited inclusion of nurses in policy decisions, and so forth), and this is reflected in the 27 percent vacancy rate nationally.
Recruiting internationally educated nurses (IENs) to fill vacancies is a popular solution that seems easier than fixing problematic organizational cultures that are unsupportive of nurses. It will not, however, solve the underlying problem of poor management practices that result in high nurse turnover rates and contribute to the current staffing crisis. The following...
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