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To identify health systems-level barriers to treatment for women who screened positive for high-risk human papillomavirus (hrHPV) in a cervical cancer prevention program in Kenya. In a trial of implementation strategies for hrHPV-based cervical cancer screening in western Kenya in 2018-2019, women underwent hrHPV testing offered through community health campaigns, and women who tested positive were referred to government health facilities for cryotherapy. The current analysis draws on treatment data from this trial, as well as two observational studies that were conducted: 1) periodic assessments of the treatment sites to ascertain availability of resources for treatment and 2) surveys with treatment providers to elicit their views on barriers to care. Bivariate analyses were performed for the site assessment data, and the provider survey data were analyzed descriptively. Seventeen site assessments were performed across three treatment sites. All three sites reported instances of supply stockouts, two sites reported treatment delays due to lack of supplies, and two sites reported treatment delays due to provider factors. Of the 16 providers surveyed, ten (67%) perceived lack of knowledge of HPV and cervical cancer as the main barrier in women's decision to get treated, and seven (47%) perceived financial barriers for transportation and childcare as the main barrier to accessing treatment. Eight (50%) endorsed that providing treatment free of cost was the greatest facilitator of treatment. Patient education and financial support to reach treatment are potential areas for intervention to increase rates of hrHPV+ women presenting for treatment. It is also essential to eliminate barriers that prevent treatment of women who present, including ensuring adequate supplies and staff for treatment.

Objectives. To expand on previous enumerations by assessing the size and composition of the governmental public health workforce in the wake of the COVID-19 pandemic, identifying workforce trends, occupational distributions, and potential gaps in staffing. Methods. From 2023 to 2024, using 2022 data in the United States, we conducted 3 distinct analyses: (1) estimating the total workforce size, (2) profiling occupation-specific distributions, and (3) evaluating the role and prevalence of public health nurses using novel data sources. For total counts, we used multiple imputation by chained equations to develop robust agency-level estimates and address missingness from multiple data sets. Results. State and local public health agencies grew to approximately 239 000 staff in 2022, up from an estimated 206 500 in 2019. The largest occupation groups included office and administrative support workers (37 576) and public health or community health nurses (29 387). We found that 73 478 (1.8%) of registered nurses nationwide served in governmental public health roles. Conclusions. The size of the workforce during the COVID-19 response has returned to 2008 levels although temporary staff largely constitute the increase. Public Health Implications. An undersized workforce leaves the United States vulnerable to future disasters and current challenges. ( Am J Public Health. 2025;115(5):707–715. https://doi.org/10.2105/AJPH.2024.307960 )

Background There has been a growing imbalance between supply of dermatologists and demand for dermatologic care. To best address physician shortages, it is important to delineate supply and demand patterns in the dermatologic workforce. The goal of this study was to explore dermatology supply and demand over time. Methods We conducted a cross-sectional analysis of workforce supply and demand projections for dermatologists from 2021 to 2036 using data from the Health Workforce Simulation Model from the National Center for Health Workforce Analysis. Estimates for total workforce supply and demand were summarized in aggregate and stratified by rurality. Scenarios with status quo demand and improved access were considered. Results Projected total supply showed a 12.45% increase by 2036. Total demand increased 12.70% by 2036 in the status quo scenario. In the improved access scenario, total supply was inadequate for total demand in any year, lagging by 28% in 2036. Metropolitan areas demonstrated a relative supply surplus up to 2036; nonmetropolitan areas had at least a 157% excess in demand throughout the study period. In 2021 adequacy was 108% and 39% adequacy for metropolitan and nonmetropolitan areas, respectively; these differences were projected to continue through 2036. Conclusions The findings suggest that the dermatology physician workforce is inadequate to meet the demand for dermatologic services in nonmetropolitan areas. Furthermore, improved access to dermatologic care would bolster demand and especially exacerbate workforce inadequacy in nonmetropolitan areas. Continued efforts are needed to address health inequities and ensure access to quality dermatologic care for all.

Physician shortages are affecting many communities across the United States and all medical specialties, including pathology. International medical graduates (IMGs) make up a significant proportion of US physicians and graduate medical education (GME) trainees, including pathologists. However, noncitizen IMGs continue to face great challenges in entering the US health care workforce. To show recent and historical data on noncitizen IMGs in pathology GME training and current limitations on them remaining in the US health care workforce. Compared with applicants who do not need a visa, applicants who need a visa to train in the United States have a greatly reduced chance of matching to a residency program. After completion of residency and fellowship, noncitizen IMGs with J-1 visas face the 2-year home country residence requirement unless they obtain a waiver. H-1B visas facilitate the transition to independent practice but have limited availability. Job announcements for pathologists often do not indicate whether J-1 and H-1B visa holders are considered, which makes the job search process difficult for noncitizen IMGs. Academic and nonacademic institutions with departments of pathology should increase awareness of the pathologist shortage in the United States and the rules and regulations that limit hiring of non-US IMGs. Such institutions should also actively educate policymakers to promote durable solutions to these issues. One potential solution to these shortages may be to make it easier for noncitizen IMGs to access GME and join and remain in the US physician workforce.

General Surgeon Workforce Density (WFD) is used to approximate surgical access. Treatment-incidence ratios (TIR) provide a novel measure of care access. TIR's association with General Surgeon WFD has not been evaluated. Retrospective cohort study of North Carolina inpatient discharges (2016–2019). The association between county and Hospital Service Area (HSA) TIRs for general surgical diseases was analyzed using adjusted linear and logistic regression. When adjusting for pertinent covariates, county General Surgeon WFD and TIR (−0.0009, 95 ​% CI -0.028,0.026; p 0.95) and HSA General Surgeon WFD and TIR (0.008, 95 ​% CI -0.021,0.037; p ​0.58) were not statistically significantly associated. The odds of a county 0.91 (95 ​% CI 0.42,1.97; p 0.82) or HSA (OR 0.93, 95 ​% CI 0.43,2.04; p 0.86) having a high TIR was not associated with WFD. General Surgeon WFD is not associated with disease-specific procedural rates of common surgical conditions at the county or HSA level. [Display omitted] •General surgeon workforce density is often used as a proxy for surgical access or treatment.•A single-state, retrospective analysis of inpatient discharges from 2016 to 2019 evaluated treatment rates for common surgical disease, and their association with local general surgeon workforce density.•There was no association between treatment rates of common surgical diseases and general surgeon workforce density.

Introduction . Shifting care from hospitals into community‐based settings is a major policy goal internationally. Community health services in England currently face the greatest workforce shortages of all sectors, threatening the feasibility of this policy. Moreover, little is known about the extent of variation in community workforce provision regionally and how this relates to determinants of need. Aim . To analyse regional variation in the community services workforce in England between 2010 and 2021. Methods . We obtained NHS workforce statistics data on the number of nurses and nursing support staff providing community services at each NHS organisation in England, from March 2010 to November 2021. We aggregated the organisation‐level data to both regional and national levels, which enabled us to maintain consistent units of analysis across the decade. To examine longitudinal trends and regional variation in workforce provision, we calculated the number of staff per 100,000 population aged 65+ in each region and each period. We then graphed and summarised the variation and examined the correlations with levels of deprivation and rurality. Results . There was a twofold variation in community services workforce provision between English regions. In November 2021, the number of staff per 100,000 people aged over 64 ranged from 300 in the South West to 697 in the North West. Most regions experienced a reduction in provision between 2010 and 2021, with a 21.2% reduction nationally. East of England experienced the largest reduction of 39.3%, whilst London experienced a 2.1% increase. In November 2021, regions with more deprived populations had higher workforce provision and regions with a larger proportion of residents living in rural areas had lower workforce provision. Conclusions . The size of the community services workforce has fallen relative to population needs, contradictory to the policy priority to enhance care in the community. There was substantial regional variation in the size of the workforce, which has persisted throughout the decade. Workforce provision was higher in more deprived areas but lower in rural areas, potentially impacting equitable access in rural areas.

Objectives. To explore whether and how the local health department (LHD) workforce shifted during the COVID-19 pandemic given the large influx of supplemental funding to public health. Methods. We used data from the National Association of County and City Health Officials National Profile of Local Health Departments, the main source of comprehensive data collected from LHDs across the United States. Total numbers of employees, total numbers of full-time equivalents (FTEs), and employee types (full time, part time, contractual, and seasonal) were used to estimate the total LHD workforce in 2022, changes in the LHD workforce from 2019 to 2022, and changes in the LHD workforce from 2019 to 2022 by employee type. Results. In 2022, the estimated LHD workforce consisted of 182 100 employees or 163 200 FTEs. Between 2019 and 2022, there was a 19% increase in the total LHD workforce, but the size of the workforce varied according to jurisdiction size and rurality. The largest increase was among contract workers (175%), whereas the full-time workforce grew by approximately 7%, indicating that the permanent workforce was predominantly unchanged. Conclusions. With the surge in temporary and contract workers in 2022, there are concerns regarding the sustainability of the LHD workforce. Without continued strategic and sustained funding across jurisdiction types, the workforce may be in jeopardy. ( Am J Public Health. 2025;115(8):1271–1277. https://doi.org/10.2105/AJPH.2025.308096 )

Human resources are essential to the safe and effective functioning of any health care system. Pressure on the health care workforce is of active global concern. There appears to be an anesthesia service delivery crisis in Canada. Recent media headlines have featured vacant physician anesthesiologist positions, closure of maternity units, and postponement of elective surgeries because of a shortage of anesthesiologists. This shortage is most serious in rural and remote communities. This has prompted the Canadian Anesthesiologists' Society to publish a position statement on \"Strategies to Address the Surgical Backlog and Health Human Resource Issues in Anesthesia.\"In this article, we discuss the composition and organization of the anesthesia workforce in Canada. We compare the Canadian anesthesia workforce to other Organisation for Economic Co-operation and Development countries. We contend that the current anesthesia provision model in Canada is not meeting population needs and outline potential solutions to the anesthesia human resources crisis. These include increasing the numbers of anesthesiologists in training, encouraging international medical graduates to migrate to Canada, and various different approaches to task shifting and task sharing.

ObjectiveTo evaluate the importance of rural internships to observed medical workforce distribution outcomes up to 8 years post-medical school.Design and settingCohort study of medical graduates of The University of Queensland (UQ), Australia.ParticipantsUQ graduates who were medical interns in Queensland’s public health system between 2014 and 2021 and observed working in Australia in 2022. Internship location was defined as being metropolitan or rural, along with other key rural exposures of whether they are of rural origin (childhood) and whether at least 1 year of clinical training at medical school was in a rural location.Primary outcome measureCurrent work location was collected from the Australian Health Practitioner Regulation Agency (AHPRA) in 2022, classified as either rural or metropolitan and measured in association with their internship location.ResultsFrom 1930 eligible graduates, 21.5% took up a rural internship, which was associated with rural origin (OR 1.5, 95% CI 1.2 to 2.0) and medical school rural immersions of either 1 year (OR 2.8, 95% CI 2.1 to 3.7) or 2 years (OR 5.8, 95% CI 4.4 to 7.7). Completing a rural internship was associated with currently working rural (47% vs 14%, OR 4.6, 95% CI 3.5 to 5.9), which weakened the observed (adjusted) effect of rural origin (OR 1.5, 95% CI 1.2 to 2.0) or medical school rural immersions (1 year: OR 1.4, 95% CI 1.0 to 1.9; 2 years: OR 1.7, 95% CI 1.2 to 2.3). All combinations of the key rural exposures that included rural internship had the highest proportions currently working rurally (range 32–69%) compared with the combinations with a metropolitan internship (range 12–22%).ConclusionsInternship location appears to be a critical factor in shaping medical workforce distribution decisions. This evidence supports the need for strengthened and expanded rural training pathways after medical school. In particular, clearer pathways into specialty programmes via rural internships are likely to support increased numbers choosing (with confidence) to preference rural internship first and subsequently more working in rural areas long term.

Background Despite the increasing burden of diabetes in Uganda, little is known about the quality of type 2 diabetes mellitus (T2DM) care especially in rural areas. Poor quality of care is a serious limitation to the control of diabetes and its complications. This study assessed the quality of care and barriers to service delivery in two rural districts in Eastern Uganda. Methods This was a mixed methods cross-sectional study, conducted in six facilities. A randomly selected sample of 377 people with diabetes was interviewed using a pre-tested interviewer administered questionnaire. Key informant interviews were also conducted with diabetes care providers. Data was collected on health outcomes, processes of care and foundations for high quality health systems. The study included three health outcomes, six elements of competent care under processes and 16 elements of tools/resources and workforce under foundations. Descriptive statistics were computed to determine performance under each domain, and thematic content analysis was used for qualitative data. Results The mean age of participants was 49 years (±11.7 years) with a median duration of diabetes of 4 years (inter-quartile range = 2.7 years). The overall facility readiness score was 73.9%. Inadequacies were found in health worker training in standard diabetes care, availability of medicines, and management systems for services. These were also the key barriers to provision and access to care in addition to lack of affordability. Screening of clients for blood cholesterol and microvascular complications was very low. Regarding outcomes; 56.8% of participants had controlled blood glucose, 49.3% had controlled blood pressure; and 84.0% reported having at least one complication. Conclusion The quality of T2DM care provided in these rural facilities is sub-optimal, especially the process of care. The consequences include sub-optimal blood glucose and blood pressure control. Improving availability of essential medicines and basic technologies and competence of health workers can improve the care process leading to better outcomes.