Improving recruitment and retention in learning disability services

This article has been double-blind peer reviewed

In this article…

• The need to expand the social care workforce, including nurses

• Details of a study looking at the evidence base for improving recruitment and retention

• Recommendations on future initiatives to improve staff numbers

Key points

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NT JOURNAL CLUB

A large number of nurses work directly, or indirectly, with colleagues in social care settings and look after people with learning disabilities

Recruitment and retention of staff in social care settings is difficult and staff shortages can have a negative impact on care quality

Our review found several important factors that influence recruitment and retention directly and indirectly

Factors include individual ones such as age and gender, as well as the availability of training, which contribute to staff stress and burnout

Evidence-based strategies to improve recruitment and retention are required in social care settings

Abstract Nurses are increasingly becoming involved in the support of people with learning disabilities in social care settings. Recent policies have identified the need for an increased social care workforce, but many organisations have difficulty recruiting and retaining staff. Our review of the evidence found that many factors influence recruitment and retention directly and indirectly, including: gender and age; factors that contribute to staff stress and burnout; and organisational factors, such as supervision, training and culture. We suggest several areas that should be evaluated to inform an evidence-based approach to increasing the workforce that provides care for people who have an intellectual disability.