(377 words):Background: The United Kingdom's National Health Service workforce is ageing, and the specific needs of this sector of its workforce need to be addressed. Nursing and midwifery shortage is a worldwide issue, and with increasing demands for care the retention of older nurses and midwives is crucial.Objectives: To report on the employment experiences of nurses and midwives with a particular focus on issues relating to age, ethnicity, ill-health and disability.Design: The postal survey was developed following a literature review and analysis of National Health Service and Government policy documents.Settings: This was a UK-wide survey of nurses and midwives working in National Health Service Trusts and Primary Care Trusts in the UK. 2Care Trusts participated, with 2610 surveys distributed; 510 surveys were returned (20% response rate).Results: Nurses and midwives aged 50 years and over had undertaken fewer Continuing Professional Development activities than nurses and midwives under 50. Whilst not related to age, the study also found that twenty percent of the survey sample reported experiencing some form of discrimination.Nurses and midwives did not differ on either quality of life or psychological health using standard instruments. Having a disability did not lead to greater psychological morbidity but did have a negative effect on quality of life.Having a work-related illness had a negative impact on both quality of life and psychological morbidity. In relation to ethnicity, black nurses and midwives reported lower psychological morbidity than other ethnic groups; that is, they enjoyed a higher level of mental wellbeing. Conclusion:The nursing and midwifery workforce is ageing worldwide with a significant proportion now approaching, or having already reached, potential retirement age. With the recent introduction of the age legislation the working lives of older nurses and midwives in the National Health Service have never been more relevant. Whilst access to Continuing Professional Development is pertinent to the retention of nurses and midwives of all ages, in this study, older nurses reported less access than younger nurses.

In a study exploring the motivators of and barriers to nursing student persistence in the United Kingdom, where over one-fourth of nursing students fail to graduate, 195 student nurses responded to a questionnaire. The findings revealed that over half of the student nurses had thought about quitting, usually because of financial difficulties, personal problems, negative placement experiences, and academic difficulties. The decision to persist was backed by academic support structures, encouragement from family and peers, and the determination to become a nurse. Retention strategies should, therefore, recognize the importance of academic, family, and peer support. (55 ref)-Colleges and Universities from the years 2007 and 2014, the operating budgets and staffing of career services since the 2007-08 recession were analyzed. Regardless of institutional size, operating budgets decreased between 2007 and 2008, and the salaries for career service professionals failed to keep up with inflation. Although some large public institutions have suffered significant revenue losses, declining state support has been covered by increased tuition and fees from students at most institutions. Revenues for all institutional-size categories increased, even as financial support for career services has decreased. This trend is unacceptable given the importance of career education and outcomes to students. (3 ref)-

No abstract

Mainstreaming what had previously been a reasonable adjustment made time- and resource-savings for the institution. Such approaches to embedding are important in encouraging and retaining talented and able students.

No abstract