Mrs Kerryn Perram1, Dr Leanne Brown, Dr Susan Heaney
1University Of Newcastle Department of Rural Health, Australia
Biography:
Kerryn is a speech pathologist and Associate Lecturer (Allied Health) with the University of Newcastle Department of Rural Health. She is a PhD candidate with the University of Newcastle and her research will focus on the sustainability of the allied health workforce in non-metropolitan regions.
Abstract:
Background:
Chronic allied health workforce shortages in non-metropolitan regions contribute to population health disparities and increased workload pressures. These regions face heightened concerns of burnout and attrition which is compounded by limited career development pathways, all of which contribute to a vicious cycle where workforce retention becomes as critical as initial recruitment. To date, while a number of reviews have been conducted investigating individual factors influencing recruitment and retention, there has been no metasynthesis of these findings. This umbrella review synthesises evidence on factors influencing recruitment and retention of allied health professionals in non-metropolitan regions.
Method:
A comprehensive search was conducted in September 2024. Inclusion criteria focused on allied health professionals/students in developed countries working in non-metropolitan areas and factors related to recruitment, retention, intention to stay, or turnover.
Results:
From 5982 initially identified articles, 39 were suitable for full text review and seven met inclusion criteria. Analysis revealed key themes influencing workforce sustainability: professional and peer support; feeling valued, recognised and appreciated; career mobility and growth; place attachment and social embeddedness; and understanding of rural context.
Discussion:
Findings confirm the complex interplay of personal, professional, and organisational factors shaping allied health professionals' decisions to work and remain in non-metropolitan regions. Dissatisfaction with extrinsic rewards negatively influenced retention, while feeling valued significantly improved it. While current approaches often focus on early career clinicians, results highlight the need for career-stage specific support strategies to improve retention and empower clinicians to have choices around sustainable career pathways.