The United States has been grappling with a persistent shortage of healthcare workers for years, a challenge that the COVID-19 pandemic significantly amplified. This ongoing strain on the healthcare system has prompted bipartisan legislative efforts, such as the Bipartisan Primary Care and Health Workforce Act, to address the problem. Various studies, particularly those focusing on physician shortages, have detailed the gravity of this issue. However, the landscape has evolved since many of these projections were made, especially in light of the pandemic’s impact.
To better understand this crisis, Mercer conducted a comprehensive study that estimates future shortages or surpluses of healthcare workers by occupation and geography by 2028. The study aims to provide actionable insights for healthcare systems to navigate the upcoming labor market challenges effectively.
Nationwide Shortages and Geographic Disparities in Healthcare Labor
The healthcare industry is grappling with an impending crisis as it faces nationwide labor shortages, exacerbated by geographic disparities in the availability of healthcare professionals. These issues, highlighted in the Mercer report, underscore the urgent need for strategic solutions to address the uneven distribution of healthcare workers across the United States.
The Impact of Nationwide Labor Shortages
The Mercer report projects a significant shortfall in various healthcare roles by 2028, creating an alarming scenario for the industry. The aging population and an increase in chronic health conditions are driving demand for healthcare services, while the supply of healthcare professionals struggles to keep pace. The report estimates a shortage of over 3.2 million healthcare workers, spanning roles from home health aides to nursing professionals.
The shortage is particularly acute in specialized areas such as nursing, where an estimated 400,000 registered nurse vacancies are anticipated by 2028. This gap threatens to compromise patient care, increase workloads for existing staff, and contribute to burnout among healthcare professionals.
Geographic Disparities in Healthcare Workforce Distribution
While the national shortage of healthcare professionals is a pressing concern, geographic disparities further complicate the issue. Rural and underserved areas are disproportionately affected, with these regions already experiencing difficulty in attracting and retaining healthcare workers. The Mercer report highlights that while urban areas may struggle with shortages, they generally have better access to healthcare services compared to rural regions, where shortages can have dire consequences.
For example, some states in the Midwest and South are expected to experience the most severe shortages of healthcare workers. In contrast, states with larger urban populations might have better access to healthcare professionals but still face significant challenges in meeting the overall demand. These disparities are driven by factors such as lower wages, fewer professional development opportunities, and limited resources in rural areas, which make these regions less attractive to healthcare professionals.
Strategies to Mitigate Shortages and Disparities
Addressing the nationwide shortages and geographic disparities in healthcare labor requires a multifaceted approach. Solutions might include:
- Incentivizing Workforce Distribution: Providing financial incentives, such as loan forgiveness programs, to encourage healthcare professionals to work in underserved areas.
- Expanding Telehealth Services: Leveraging technology to bridge the gap in healthcare access between urban and rural areas.
- Investing in Education and Training: Increasing the capacity of nursing and medical schools to produce more healthcare professionals, particularly in underserved regions.
- Promoting Workforce Retention: Implementing programs aimed at reducing burnout and improving job satisfaction among healthcare workers, particularly in high-demand regions.
The looming healthcare labor shortage and geographic disparities in workforce distribution present a significant challenge to the healthcare industry. Proactive measures and strategic planning are essential to ensure that all regions, especially those most vulnerable, have access to the healthcare services they need. The Mercer report serves as a critical wake-up call, emphasizing the need for immediate and sustained action to address these pressing issues .

Regional Solutions to Address Healthcare Labor Shortages and Geographic Disparities
Given the diverse healthcare needs and resources across the United States, regional solutions are essential in addressing both the labor shortages and geographic disparities in the healthcare workforce. Tailored approaches that consider the unique characteristics of different regions can help mitigate these challenges and ensure more equitable access to healthcare services.
1. State and Local Incentive Programs
One effective regional solution is the implementation of state and local incentive programs designed to attract and retain healthcare professionals in underserved areas. These programs could include:
- Loan Repayment and Forgiveness Programs: States can offer loan repayment assistance or forgiveness for healthcare professionals who commit to working in rural or underserved communities for a certain number of years.
- Housing and Relocation Assistance: Providing affordable housing options or relocation stipends can make it easier for healthcare professionals to move to and settle in underserved regions.
- Tax Incentives: Offering tax breaks or credits to healthcare providers who establish practices in areas with severe shortages can make these regions more attractive.
2. Regional Training and Education Initiatives
Investing in regional training and education initiatives can help address local shortages by producing a workforce that is more likely to stay and work in the region where they were trained. Strategies include:
- Community-Based Medical Education: Establishing medical and nursing schools in rural areas can increase the likelihood that graduates will remain in the region to practice. Programs that offer clinical rotations or internships in underserved areas can also help retain talent locally.
- Partnerships with Local Educational Institutions: Collaborating with community colleges and universities to create healthcare training programs tailored to the needs of the region can produce a workforce that is equipped to address specific local healthcare challenges.
3. Telehealth Expansion in Rural Areas
Expanding telehealth services is a critical strategy for regions where physical access to healthcare professionals is limited. Telehealth can bridge the gap between patients and providers, especially in remote areas, by offering:
- Virtual Consultations: Allowing patients in rural areas to consult with specialists in urban centers without the need for travel.
- Remote Monitoring: Using technology to monitor chronic conditions remotely, reducing the need for frequent in-person visits.
- Collaborative Care Models: Facilitating real-time collaboration between primary care providers in rural areas and specialists in other locations, ensuring that patients receive comprehensive care.
4. Regional Healthcare Workforce Collaboratives
Regional healthcare workforce collaboratives involve partnerships between healthcare providers, educational institutions, government agencies, and community organizations. These collaboratives can:
- Identify Regional Workforce Needs: Conduct assessments to identify specific shortages and develop targeted strategies to address them.
- Share Resources and Best Practices: Collaborate on resource sharing, such as pooled training programs or shared staffing models, to maximize the impact of limited resources.
- Advocate for Regional Policy Changes: Work together to influence state and local policies that support workforce development, such as expanding scope-of-practice laws or increasing funding for healthcare training programs.
5. Customized Workforce Retention Strategies
Retention strategies tailored to the unique needs of different regions can help maintain a stable healthcare workforce. These strategies might include:
- Professional Development Opportunities: Offering continuous education and career advancement opportunities tailored to the needs of healthcare workers in specific regions.
- Work-Life Balance Initiatives: Implementing flexible scheduling, mental health support, and family-friendly policies that cater to the needs of healthcare workers in different regions.
- Community Integration Programs: Helping healthcare professionals integrate into the local community by connecting them with local resources, social networks, and support systems.
Geographic Disparities in Healthcare Workforce Distribution
While the national shortage of healthcare professionals is a pressing concern, geographic disparities further complicate the issue. Rural and underserved areas are disproportionately affected, with these regions already experiencing difficulty in attracting and retaining healthcare workers. The Mercer report highlights that while urban areas may struggle with shortages, they generally have better access to healthcare services compared to rural regions, where shortages can have dire consequences.
For example, some states in the Midwest and South are expected to experience the most severe shortages of healthcare workers. In contrast, states with larger urban populations might have better access to healthcare professionals but still face significant challenges in meeting the overall demand. These disparities are driven by factors such as lower wages, fewer professional development opportunities, and limited resources in rural areas, which make these regions less attractive to healthcare professionals.
Strategies to Mitigate Shortages and Disparities
Addressing the nationwide shortages and geographic disparities in healthcare labor requires a multifaceted approach. Solutions might include:
- Incentivizing Workforce Distribution: Providing financial incentives, such as loan forgiveness programs, to encourage healthcare professionals to work in underserved areas.
- Expanding Telehealth Services: Leveraging technology to bridge the gap in healthcare access between urban and rural areas.
- Investing in Education and Training: Increasing the capacity of nursing and medical schools to produce more healthcare professionals, particularly in underserved regions.
- Promoting Workforce Retention: Implementing programs aimed at reducing burnout and improving job satisfaction among healthcare workers, particularly in high-demand regions.
The looming healthcare labor shortage and geographic disparities in workforce distribution present a significant challenge to the healthcare industry. Proactive measures and strategic planning are essential to ensure that all regions, especially those most vulnerable, have access to the healthcare services they need. The Mercer report serves as a critical wake-up call, emphasizing the need for immediate and sustained action to address these pressing issues .
Compensation and Its Role in Workforce Stability
Compensation is a critical factor in healthcare workforce stability. As labor shortages intensify across the healthcare sector, competitive compensation packages are increasingly recognized as a key lever to attract and retain skilled professionals. In this section, we will explore the multifaceted role of compensation in ensuring a stable healthcare workforce, its impact on employee retention, and strategies that healthcare organizations can employ to remain competitive in an evolving labor market.
1. The Importance of Competitive Compensation in Healthcare
Healthcare professionals are in high demand, and competitive compensation is a primary factor influencing their career choices. According to the 2023 Mercer report, the growing demand for healthcare services, driven by an aging population and an increase in chronic conditions, has led to significant competition among healthcare providers for qualified talent .
- Attracting Top Talent: Competitive salaries and benefits are essential to attract top talent in a tight labor market. Healthcare professionals, including physicians, nurses, and allied health workers, are more likely to choose employers that offer compensation packages reflecting their skills, experience, and the complexity of their roles.
- Compensation as a Differentiator: In regions facing severe shortages, particularly rural and underserved areas, offering higher wages and benefits can differentiate employers from competitors and attract professionals who might otherwise be drawn to urban centers or other industries.
2. The Impact of Compensation on Employee Retention
Retaining healthcare professionals is as critical as attracting them, and compensation plays a pivotal role in retention strategies. A competitive and fair compensation structure not only prevents turnover but also fosters long-term loyalty and job satisfaction.
- Reducing Turnover: High turnover rates are costly for healthcare organizations, both financially and in terms of patient care quality. Studies have shown that inadequate compensation is a leading cause of turnover in the healthcare industry. By offering competitive pay, healthcare organizations can reduce the likelihood of employees leaving for better-paying opportunities elsewhere .
- Enhancing Job Satisfaction: Fair compensation contributes to overall job satisfaction, which is closely linked to retention. Healthcare workers who feel they are compensated appropriately for their work are more likely to report higher job satisfaction and remain with their employer long-term.
3. Incentive-Based Compensation Models
Incentive-based compensation models are gaining popularity as a way to align healthcare professionals’ performance with organizational goals. These models reward employees for meeting specific benchmarks, such as patient outcomes, efficiency, and patient satisfaction.
- Performance-Based Incentives: By tying a portion of compensation to performance metrics, healthcare organizations can motivate employees to achieve high standards of care. This approach not only improves patient outcomes but also contributes to workforce stability by rewarding excellence.
- Retention Bonuses: Retention bonuses are another effective tool in regions with severe shortages. Offering bonuses to employees who commit to staying with the organization for a certain period can help reduce turnover and stabilize the workforce.
4. Addressing Wage Disparities Across Regions
Geographic disparities in compensation are a significant issue in healthcare. Professionals in rural areas often earn less than their urban counterparts, despite facing similar or greater challenges. Addressing these disparities is essential for ensuring a stable workforce across all regions.
- Standardizing Pay Scales: Some healthcare organizations are moving toward standardizing pay scales across different regions to reduce disparities. By offering consistent compensation regardless of location, organizations can attract professionals to underserved areas without the penalty of lower wages.
- Cost of Living Adjustments: Adjusting compensation based on the cost of living in different regions can also help ensure that healthcare professionals are adequately compensated. This approach can make working in rural or high-cost areas more attractive, contributing to workforce stability.
5. The Role of Benefits and Non-Monetary Compensation
While salary is a significant component of compensation, benefits and non-monetary rewards also play a crucial role in workforce stability. Comprehensive benefits packages can enhance job satisfaction and make positions more attractive to potential employees.
- Health and Wellness Programs: Offering robust health and wellness programs, including mental health support, can improve employee well-being and job satisfaction. Healthcare professionals are more likely to stay with organizations that prioritize their health and provide comprehensive benefits.
- Work-Life Balance Initiatives: Flexible scheduling, paid time off, and family-friendly policies are increasingly important to healthcare workers, especially as burnout rates rise. Organizations that offer these benefits are better positioned to retain their employees and maintain a stable workforce.

Factors Contributing to the Healthcare Labor Shortage
The healthcare industry is facing a critical labor shortage, with significant implications for patient care and the stability of the healthcare system. Several factors contribute to this shortage, creating a complex challenge for healthcare providers nationwide. Understanding these factors is essential for developing effective strategies to address the workforce gap and ensure the future sustainability of healthcare services.
1. Aging Population and Increased Demand for Healthcare Services
One of the primary drivers of the healthcare labor shortage is the aging population, which is significantly increasing the demand for healthcare services. As the baby boomer generation ages, the need for medical care, particularly for chronic conditions and age-related diseases, is growing rapidly.
- Growing Patient Population: The U.S. Census Bureau projects that by 2030, all baby boomers will be older than 65, leading to a surge in the elderly population that will require more intensive and frequent healthcare services . This demographic shift is straining the existing healthcare workforce, which is already struggling to meet demand.
- Chronic Conditions on the Rise: With the aging population comes an increase in chronic conditions such as diabetes, heart disease, and dementia. These conditions require ongoing care, further increasing the demand for healthcare professionals across various specialties .
2. Retirement of Experienced Healthcare Professionals
Another significant factor contributing to the labor shortage is the retirement of experienced healthcare professionals. Many seasoned workers, particularly nurses and physicians, are reaching retirement age, exacerbating the shortage of skilled labor.
- Wave of Retirements: The healthcare industry is experiencing a wave of retirements, especially among the baby boomer workforce. According to the American Nurses Association, more than 500,000 registered nurses are expected to retire by the end of 2024, creating a critical gap in the workforce .
- Loss of Expertise: The retirement of experienced professionals leads to a loss of expertise and mentorship for younger workers. This gap in knowledge transfer can impact the quality of care and the ability of healthcare organizations to train and retain new employees effectively.
3. Educational and Training Bottlenecks
The pipeline for educating and training new healthcare professionals is another critical factor contributing to the labor shortage. Despite growing demand, the capacity of medical and nursing schools to produce graduates is limited by several constraints.
- Limited Faculty and Resources: Many nursing and medical schools face a shortage of faculty and resources, limiting their ability to expand enrollment. The American Association of Colleges of Nursing (AACN) reported that in 2022, over 80,000 qualified nursing school applicants were turned away due to insufficient faculty, clinical sites, and classroom space .
- Lengthy Training Programs: Healthcare education and training programs are inherently lengthy and rigorous. For example, becoming a registered nurse requires several years of education and clinical training, while becoming a physician can take over a decade. These lengthy training periods mean that the workforce cannot quickly adapt to rising demand.
4. Burnout and Job Dissatisfaction
Burnout and job dissatisfaction are significant contributors to the healthcare labor shortage, leading to high turnover rates and early exits from the profession. The intense demands of healthcare work, combined with the stress of the COVID-19 pandemic, have exacerbated these issues.
- High Burnout Rates: Burnout is a pervasive issue in healthcare, particularly among nurses and physicians. A 2023 study published in JAMA found that over 50% of healthcare workers reported experiencing burnout, with many considering leaving the profession entirely due to stress and workload pressures .
- Impact of the COVID-19 Pandemic: The COVID-19 pandemic has intensified burnout and job dissatisfaction. Healthcare workers faced unprecedented challenges, including long hours, exposure to the virus, and the emotional toll of treating critically ill patients. These factors have driven many workers to leave the field or retire early, further straining the labor supply.
5. Geographic and Specialty Distribution Imbalances
Geographic and specialty distribution imbalances also contribute to the healthcare labor shortage. Certain regions, particularly rural areas, and specific specialties, such as primary care, are experiencing more acute shortages than others.
Labor Market Projections by Occupation
The healthcare industry is facing a labor crisis, with specific occupations projected to experience significant shortages in the coming years. Understanding these labor market projections by occupation is crucial for healthcare organizations, policymakers, and educational institutions as they plan to address workforce gaps and ensure the sustainability of healthcare services.
1. Registered Nurses (RNs)
Registered nurses (RNs) are among the most critical roles in healthcare, providing direct patient care and supporting medical teams across various settings. However, the supply of RNs is not keeping pace with demand, leading to a projected shortage.
- Projected Shortage: According to the Mercer report, the U.S. healthcare system is expected to face a shortage of over 500,000 RNs by 2026. This shortage is driven by a combination of factors, including the aging population, the retirement of a large segment of the current nursing workforce, and the limited capacity of nursing education programs to produce new graduates .
- Impact on Patient Care: The shortage of RNs is likely to have a profound impact on patient care, increasing nurse-to-patient ratios and potentially compromising the quality of care. Additionally, the high demand for RNs may lead to increased stress and burnout among existing staff, exacerbating turnover rates.
2. Physicians
Physicians are essential to diagnosing and treating patients, but the U.S. is facing a significant shortfall in the number of practicing doctors, particularly in primary care and certain specialties.
- Primary Care Shortage: The Association of American Medical Colleges (AAMC) projects a shortage of up to 48,000 primary care physicians by 2034. This shortage is driven by the growing elderly population, the increasing prevalence of chronic diseases, and the fact that many medical students opt for higher-paying specialties over primary care .
- Specialty Shortages: Beyond primary care, there are critical shortages in specialties such as psychiatry, geriatrics, and general surgery. The AAMC also reports that by 2034, the U.S. could face a shortage of up to 77,100 non-primary care specialists, with significant implications for patient access to specialized care .
- Geographic Disparities: Rural areas are particularly hard-hit by physician shortages. The National Rural Health Association highlights that rural regions often struggle to attract and retain physicians, leading to limited access to healthcare for rural populations .
3. Home Health Aides and Personal Care Aides
As the population ages, the demand for home health aides and personal care aides is skyrocketing. These professionals provide essential care to elderly and disabled individuals, often in their own homes or in residential care settings.
- Explosive Demand: The U.S. Bureau of Labor Statistics (BLS) projects that employment for home health aides and personal care aides will grow by 33% from 2022 to 2032, much faster than the average for all occupations. This growth is driven by the aging baby boomer population and the increasing preference for aging in place rather than in institutional settings .
- Workforce Challenges: Despite the high demand, the workforce for these occupations faces challenges, including low wages, high turnover rates, and physically and emotionally demanding work. These challenges contribute to the difficulty in attracting and retaining workers in this field, potentially leading to care shortages for vulnerable populations.
4. Medical and Clinical Laboratory Technologists
Medical and clinical laboratory technologists play a critical role in diagnosing diseases and conditions through laboratory testing. However, the healthcare industry is experiencing a shortage of these professionals, which could impact diagnostic services.
- Supply-Demand Gap: The demand for medical and clinical laboratory technologists is projected to grow by 7% from 2022 to 2032, according to the BLS. However, the supply of qualified professionals is not keeping pace, leading to concerns about the ability to meet the growing need for diagnostic testing .
- Education and Training Bottlenecks: Similar to nursing, the pipeline for training laboratory technologists is limited by a shortage of educators and clinical training opportunities. This bottleneck makes it difficult to expand the workforce quickly enough to meet demand .
5. Mental Health Professionals
The demand for mental health services has surged in recent years, driven by increasing awareness of mental health issues and the impact of the COVID-19 pandemic. However, the supply of mental health professionals, including psychiatrists, psychologists, and counselors, is not sufficient to meet this growing demand.
- Psychiatry Shortage: The AAMC projects a shortage of up to 31,000 psychiatrists by 2034. This shortage is particularly concerning given the rising rates of mental health disorders and the increasing need for psychiatric care .
- Counselors and Therapists: The demand for counselors and therapists is also expected to grow significantly. The BLS projects that employment for substance abuse, behavioral disorder, and mental health counselors will grow by 22% from 2022 to 2032. However, the supply of these professionals is constrained by low reimbursement rates, high educational requirements, and burnout .
- Access to Care: The shortage of mental health professionals is particularly acute in rural and underserved areas, where access to mental health services is already limited. This disparity further exacerbates the challenges faced by individuals in need of mental health care.
Conclusion
The healthcare labor market is facing critical shortages across various occupations, from registered nurses and physicians to home health aides and mental health professionals. These shortages are driven by a combination of factors, including an aging population, the retirement of experienced workers, and educational bottlenecks. Addressing these workforce gaps will require targeted strategies, including expanding education and training programs, improving working conditions, and implementing policies to attract and retain healthcare professionals in underserved areas. Without proactive measures, the projected labor shortages could severely impact the quality and accessibility of healthcare services in the coming years.
The Role of Compensation in Addressing Healthcare Labor Shortages
Compensation plays a pivotal role in addressing healthcare labor shortages by influencing workforce attraction, retention, and overall job satisfaction. As the demand for healthcare professionals continues to outpace supply, competitive compensation packages are becoming increasingly essential for organizations aiming to secure and maintain a stable workforce. This section delves into how compensation strategies can help mitigate healthcare labor shortages and highlights key considerations for employers in the industry.
1. Attracting Top Talent with Competitive Salaries
One of the most immediate and effective ways to address healthcare labor shortages is by offering competitive salaries that attract top talent. The Mercer report emphasizes that compensation is a critical factor in recruitment, especially in a market where demand exceeds supply.
- Competitive Offers: Organizations that offer salaries above the industry average are more likely to attract qualified candidates. For example, a study by the Society for Human Resource Management (SHRM) found that competitive pay is the top reason candidates accept job offers, particularly in high-demand fields such as nursing and specialized medical roles.
- Specialty-Specific Pay: In areas facing acute shortages, such as primary care physicians or mental health professionals, offering higher-than-average compensation can be a powerful tool to draw candidates into these roles. According to the Association of American Medical Colleges (AAMC), the median salary for primary care physicians has seen an increase in recent years, reflecting the growing demand and the need to incentivize entry into this critical field.
2. Retaining Existing Workforce Through Salary Increases and Incentives
Retention of existing healthcare workers is equally important as attracting new talent. Salary increases and other financial incentives are crucial in retaining experienced professionals who might otherwise leave the industry due to burnout or the lure of better-paying opportunities elsewhere.
- Salary Adjustments: Regular salary reviews and adjustments are necessary to ensure that healthcare workers feel valued and fairly compensated. The Mercer report highlights that organizations failing to keep pace with wage inflation risk losing staff to competitors who offer better pay.
- Retention Bonuses and Incentives: Offering retention bonuses, performance-based incentives, and other financial rewards can help retain top talent. For instance, a report from the American Hospital Association (AHA) suggests that retention bonuses have been effective in reducing turnover rates, particularly among nursing staff and other frontline healthcare workers.
- Addressing Burnout: Compensation also plays a role in addressing burnout, a significant issue in healthcare. Offering higher pay for overtime, hazard pay during crises like the COVID-19 pandemic, and wellness incentives can help alleviate some of the pressures that lead to burnout, ultimately contributing to workforce stability.
3. Compensation Disparities Across Regions and Specialties
Geographic and specialty-based compensation disparities can exacerbate healthcare labor shortages in certain areas. Addressing these disparities is crucial for ensuring an even distribution of healthcare workers across the country.
- Regional Compensation Variations: The Mercer report points out that healthcare compensation varies significantly across regions, often leading to labor shortages in rural and underserved areas where pay is lower. To address this, some states and organizations have implemented rural practice incentives, including loan forgiveness programs and higher pay rates, to attract healthcare workers to these regions.
- Specialty Pay Gaps: Compensation disparities between specialties can also impact the distribution of healthcare professionals. For example, the AAMC reports that specialists in fields like cardiology and orthopedic surgery often earn significantly more than those in primary care or psychiatry, leading to shortages in the latter. Addressing these pay gaps is critical for balancing the workforce across various specialties.
4. The Impact of Non-Salary Compensation on Workforce Stability
Non-salary compensation, such as benefits, work-life balance incentives, and professional development opportunities, also plays a crucial role in addressing healthcare labor shortages. These components of compensation can be particularly appealing in a competitive labor market.
- Benefits and Perks: Comprehensive benefits packages, including health insurance, retirement plans, and paid time off, are essential for attracting and retaining healthcare workers. The SHRM study mentioned earlier found that robust benefits are a key factor in job satisfaction and retention, particularly among millennial and Gen Z workers who prioritize work-life balance.
- Work-Life Balance and Flexibility: Offering flexible work arrangements, such as telehealth options and flexible scheduling, can be a significant draw for healthcare professionals. These perks are increasingly important in a post-pandemic world where work-life balance has become a priority.
- Professional Development: Investment in professional development, including continuing education opportunities and career advancement programs, can enhance job satisfaction and retention. Organizations that support their employees’ growth and career aspirations are more likely to retain top talent.
Conclusion
The future of the U.S. healthcare workforce is fraught with challenges, particularly regarding projected shortages of key occupations like Nursing Assistants, Registered Nurses, and Nurse Practitioners. Geographic disparities in supply and demand further complicate the landscape, requiring localized strategies to address these gaps.
Compensation will be a crucial lever in attracting and retaining healthcare talent in the coming years. Employers, policymakers, and educational institutions must collaborate to ensure a consistent pipeline of healthcare workers to meet the growing demand. Addressing issues like burnout, under-compensation, and wage stagnation will be essential to stabilizing the healthcare workforce and ensuring that the U.S. healthcare system can continue to provide quality care to an aging population.