Shortage of Nurses Internationally and in the UAE

Shortage of Nurses Internationally and in the UAE

The international healthcare industry has witnessed a rise in the number of medical cases requiring nursing attention over the last two decades due to various social, economic, and natural factors. Unfortunately, this rise coincides with a severe shortage of trained and experienced nurses internationally. Currently, the deficit has placed the ratio of nurses to patients at 1:5 (Spetz, Donaldson, Aydin, & Brown, 2008). This shortage not only compromises the quality of healthcare patients enjoy, but it also places the future of the human race at stake regarding healthcare. Spetz, Donaldson, Aydin, & Brown, (2008) reiterated how similar the situation is in the United Arab Emirates where 2008 statistics placed the ratio of nurses to patients at 1:10. These statistics demand immediate attention from all stakeholders to improve the quality of healthcare through social, economic, cultural, and government policy-based approaches.

Studies and research have identified a variety of reasons why there is a shortage of nurses internationally. Edrees et al., (2017) point out how the cultural barrier that continues to restrict the training of male nurses in most conservative societies within Africa, the Middle East, and Asia. Additionally, economic problems in the majority of the under-developed parts of the world mean training enough nurses and paying them attractive remunerations is a problem as governments focus more in doctors and hospital equipment (Al-Maaitah, AbuAlRub, & Al Blooshi, 2018). Similarly, many trained nurses have also begun to leave nursing practice and advance their careers through teaching at universities and healthcare management by gaining post-graduate and advanced training (Al-Yateem et al., 2017). The United Arab Emirate situation is mostly caused by the cultural stigma associated with male nurses, the movement of trained nurses to Europe and America, as well as the career progression and change by trained and practicing nurses.

Various factors are to blame for the current shortage of nurses both internationally and in the UAE. Economic factors include lack of funds to train enough nurses as the focus is concentrated on doctors and hospital equipment. Additionally, most countries do not pay their nurses well meaning they move to other countries or change career (Newton, Pillay, & Higginbottom, 2011). Social factors include stigma and shame associated with male nursing professions in conservative parts of the world such as the Middle East. Additionally, many health professionals look down upon nurses as the least trained staff making the trade seem natural and secondary to medical care (Lambert & Pasha-Zaidi, 2015). Environmental factors include global warming which has diverted much of the fund developed countries plan for nursing training towards these innovations. Newton, Pillay, & Higginbottom, (2011) report how the government policies in some countries also restrict nursing professional development through labor disputes and lack of adequate representation.

The first solution towards improving the dire situation regarding international and UAE nurse numbers is the creation of awareness. The international community, as well as that of the UAE, need to know the seriousness of a shortage of nurses in healthcare. Al-Maaitah, AbuAlRub, & Al Blooshi, (2018) suggest the dedication of enough funds to train enough nurses and pay them well to retain them thus avoiding brain drain to the West or high turnover. The cultural stigma surrounding male nurses must be discouraged at all costs in the conservative parts of the world such as Africa and Middle Eastern countries such as UAE (Jose, 2010). This initiative will improve professional nursing statistics through the inclusion of male nurses. Government policies must be revised to support the nursing professional development (Al-Yateem et al., 2017). Labor demands must be negotiated while systems created to make nursing representation in healthcare departments and government bodies more pronounced.

Implications and recommendations based on the available literature include the need for a cultural shift to make nursing more attractive and acceptable in conservative communities. It also necessitates more financial facilitation for training, remuneration, and professional development. Finally, governments need policy shifts to begin treating nurses as seriously as they do their doctors.

References

Al-Maaitah, R., AbuAlRub, R. F., & Al Blooshi, S. (2018). Practice environment as perceived by nurses in acute care hospitals in Sharjah and North Emirates. Nursing Forum. doi:10.1111/nuf.12245

Al-Yateem, N., Al-Tamimi, M., Brenner, M., Altawil, H., Ahmad, A., & Brownie, S. (2017). Research priorities for specialized nursing practice in the United Arab Emirates. International Nursing Review. doi:10.1111/inr.12402

Edrees, H. H., Ismail, M. N., Kelly, B., Goeschel, C. A., Berenholtz, S. M., Pronovost, P. J., … Weaver, S. J. (2017). Examining influences on speaking up among critical care healthcare providers in the United Arab Emirates. International Journal for Quality in Health Care, 29(7), 948-960. doi:10.1093/intqhc/mzx144

Jose, M. M. (2010). Lived experiences of internationally educated nurses in hospitals in the United States of America. International Nursing Review, 58(1), 123-129. doi:10.1111/j.1466-7657.2010.00838.x

Lambert, L., & Pasha-Zaidi, N. (2015). Made in the UAE: An Indigenous Positive Psychology for the United Arab Emirates. Mental Health and Psychological Practice in the United Arab Emirates, 83-91. doi:10.1057/9781137558237_8

Newton, S., Pillay, J., & Higginbottom, G. (2011). The migration and transitioning experiences of internationally educated nurses: a global perspective. Journal of Nursing Management, 20(4), 534-550. doi:10.1111/j.1365-2834.2011.01222.x

Spetz, J., Donaldson, N., Aydin, C., & Brown, D. S. (2008). How Many Nurses per Patient? Measurements of Nurse Staffing in Health Services Research. Health Services Research, 43(5p1), 1674-1692. doi:10.1111/j.1475-6773.2008.00850.x