The Current Situation and Challenges of the Nursing Shortage in CanadaComparative Analysis of Improvement Strategies in Japan and Canadamerely as a numerical labor shortage, but rather as a structural issue driven by difficulties in recruiting new personnel and the resulting overwork of existing staff. As the demand for medical care continues to rise due to population aging and the impact of the COVID-19 pandemic, the burden on each nurse has grown without a fundamental improvement in staffing. This, in turn, has led to deteriorating working conditions, further accelerating the shortage of nursing personnel. According to CFNU data, 93% of Canadian nurses have shown symptoms of burnout, which is associated with conditions such as depression and anxiety and can have long-term effects on mental health. It is also important to note that the shortage of nurses in Canada predates the COVID-19 pandemic. A 2019 CFNU survey found that 73% of nurses felt their facilities were “consistently operating over capacity.” This indicates that the healthcare system was already under significant strain before the pandemic, and when COVID-19 struck, the situation worsened dramatically, leading to more resignations due to illness and burnout. In this way, the nursing shortage in Canada, much like in Japan, is not simply a staffing issue but a structural challenge that directly affects the well-being of healthcare workers and the quality of their working environments. The chronic shortage that existed long before the pandemic has been further exacerbated, posing risks not only to nurses themselves but also to patient safety and quality of care. Given the aging nursing workforce and the likelihood of further decline in the number of registered nurses, prompt and comprehensive measures are urgently required.about 1,000 yen over the past decade. Such figures suggest that many nurses working in hospitals may be dissatisfied with their current pay levels. Reassessing wage structures and ensuring compensation that reflects workload and professional responsibility are crucial steps to maintaining motivation and promoting long-term workforce stability. “A Study of Factors Related to Turnover and Job Retention of Nurses,” which was published in “The Economic Review” by Meiji Gakuin University, has shown that providing support that is specific to each nurse’s career stage can effectively prevent turnover. For example, for newly hired nurses, opportunities to build peer relationships and gain Furthermore, according to the “2022 Survey on the Working Conditions of Nursing Staff ” conducted by the Japan Federation of Medical Workers’ Unions, about 80% of nurses reported that they “work while wanting to quit their job.” Also, about 60% mentioned that “the job is too demanding due to understaffing” as the main reason. In other words, the shortage of personnel has led to an increased workload per nurse, deterioration of the working environment, and a vicious cycle in which these factors further heighten nurses’ intention to leave their jobs. Thus, the nursing shortage in Japan cannot be regarded Similarly, in Canada, the shortage of nurses has become a critical issue affecting the national healthcare system. An analysis conducted in 2018 revealed that Canada would face a shortage of approximately 117,600 nurses by 2030. In addition, data from 2020 indicated that about one-third of registered nurses engaged in direct care were aged 50 or older, raising concerns about the growing number of retirements in the near future.A 2024 survey conducted by the Canadian Federation of Nursing Unions (CFNU), which collected responses from 5,595 nurses, revealed that the impacts of the shortage are extensive. Due to understaffing, the workload per nurse has increased substantially, forcing many to work while experiencing chronic fatigue and reduced concentration. This situation raises the likelihood of medical errors and directly threatens patient safety. Chronic fatigue also adversely affects nurses’ own health, leading to increased absence and medical leave. In 2022, for instance, the average number of illnesses or leave taken by nurses reached 19 days. This has been up from 14.7 days in 2021 and is more than twice the time taken by government or private-sector employees. Moreover, burnout among nurses has become a significant concern. In Japan, the most significant challenge in addressing the nursing shortage is to prevent the resignation of existing nurses. Since recruiting new personnel has become increasingly difficult, retaining the current workforce is an urgent priority. One key measure is the improvement of wages. Alongside staff shortages and demanding work environments, the low wage level has been a significant concern in Japan’s nursing profession. According to the “2024 Survey on Nursing Staff Wages” conducted by the Japanese Nursing Association, the average base salary for nurses has increased by less than 6,000 yen over the past twelve years, while night-shift allowances have risen by only 13
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