Closing the nursing workforce gap: what employers can do now

Healthcare providers across the UK are facing a defining moment. Rising demand, falling applications in some of the fields, and an ageing workforce are converging to create a critical skills gap. But as explored in The Open University’s recent employer webinar, there are clear, practical steps organisations can take to build a more sustainable nursing workforce. This starts with partnership, flexibility and widening participation.

Key shifts in approach

At the heart of the challenge is transformation. As Gail Wilson, Senior Nurse at NHS England, explained, the shift from hospital to community, analogue to digital, and sickness to prevention is reshaping nursing roles: “We know that there needs to be much more focus on the curricula in the community… preparing nurses to work in multidisciplinary teams and different sectors.”

For employers, this means rethinking workforce planning – ensuring nurses are equipped not just for today’s clinical environments, but for future models of care that emphasise prevention, population health and digital delivery.

However, nursing shortages remain a pressing concern, particularly in the mental health and learning disability nursing fields. Wilson highlighted the scale of the issue:

To meet the health needs of the population, we need to increase mental health nursing by 38% and learning disability nursing by 46%… [yet] the number of people applying… are less than other fields.

Gail Wilson Senior Nurse at NHS England

Addressing this requires more than traditional recruitment. It demands proactive employer-led strategies – targeting new audiences, improving visibility of career pathways, and investing in local talent pipelines.

The power of partnership

This is where partnerships with education providers become critical. Karen Storey, who leads children and young people’s nursing at The Open University, emphasised the value of collaboration: “We’re a national provider… bringing learning from different partnerships… across the four nations and the four fields for the benefit of our employer partners.”

By working closely with providers, employers can shape programmes that meet their specific workforce needs. This is through apprenticeships (in England) or self-funded routes such as that delivered at Torbay and South Devon NHS Foundation Trust. Storey also shared information about a partnership with HCRG, which works with local authorities, ICBs and NHS England, co-designing and co-delivering care pathways with local partners.

Flexibility is key to unlocking untapped talent. Kirsten Bashir, Lecturer in Adult Nursing at The Open University, highlighted the impact of supported distance learning:

Being an online provider permits us a wider reach… allowing learners the opportunity to grow and develop within nursing [roles].

Kirsten Bashir Lecturer in Adult Nursing at The Open University

This flexibility enables employers to recruit from broader, more diverse populations – including those in rural areas like Torbay and South Devon where travel can be a barrier to traditional classroom deliver. Other wider audiences include career changers, and existing healthcare staff looking to upskill, while supporting them to “earn while they learn.”

Raising the profile

The panel agreed that promoting fields such as learning disability is critical to addressing shortages. Former HR professional Vik Samuel, shared her own journey: “I suppose what attracted me to learning disability nursing over the other nursing schemes were that it was holistic and relationship based. It was really about understanding the person, not just their physical needs. I think [we need] just a greater understanding and a promotion of it, and, as much as we can do in schools and career changer programmes and anything that highlights what we actually do. I think there's a misconception about what a learning disability nurse actually does for a job. [We need] clearer pathways as well of what you can do, what you can progress in.”

Ultimately, building a resilient nursing workforce requires a shift in mindset. As Wilson put it: “If we can move to a more value-based recruitment… we can help people get the qualifications they need… and achieve their ambition of being a nurse.”

Take the next step

Discover how your organisation can attract, develop and retain nursing talent by exploring The Open University’s employer partnerships and flexible programmes and watch the full webinar on demand to gain deeper insights from NHS leaders and academic experts.

You can also find out more about our healthcare programmes at The Open University.