Lal Zainab Zuzer, Gogoi Mayuri, Qureshi Irtiza, Al-Oraibi Amani, Chaloner Jonathan, Papineni Padmasayee, Lagrata Susie, Nellums Laura B, Martin Christopher A, Woolf Katherine, Pareek Manish
Department of Respiratory Sciences, University of Leicester, University Road, Leicester, UK.
Development Centre for Population Health, University of Leicester, Leicester, UK.
BMC Health Serv Res. 2025 Feb 18;25(1):267. doi: 10.1186/s12913-025-12389-2.
Redeployment was critical in addressing the increased demands of COVID-19 on the healthcare system. Previous research indicates that ethnic minority healthcare workers (HCWs), those on visas, and in junior roles, were more likely to be redeployed to COVID-19 duties compared to White UK-born HCWs. There is limited evidence on how redeployment was practically organized, preparedness of HCWs and the NHS for rapid changes, and the decision-making processes involved. This paper discusses HCWs' redeployment experiences, their alignment with NHS policy for deploying staff safely, and potential links to staff attrition.
As part of the United Kingdom Research study into Ethnicity And COVID-19 outcomes among Healthcare workers, we conducted a qualitative sub-study, between December 2020 and July 2021, consisting of interviews and focus groups with 164 HCWs from different ethnicities, genders, job roles, migration statuses, and UK regions. Sessions were conducted online or by telephone, recorded, transcribed and analysed with participants' consent. We utilised the breadth-and-depth approach, initially identifying transcripts mentioning redeployment or changes in work patterns, followed by an in-depth thematic analysis.
Of the 164 HCWs, 22 (13.4%) reported redeployment to a new role, while 42 (26.8%) reported changes in their working patterns. Redeployment experiences varied based on HCWs' workplaces, skillsets, input into decisions, and perceived risks. Four themes were identified: 1. redeployment and the changing nature of work, 2. pandemic (un)preparedness, 3. redeployment decision-making, and 4. risk assessments in the context of redeployment. Our data revealed the practical realities of redeployment, including discrepancies between the NHS policy and actual practices, particularly early deployment without adequate training and supervision. The lack of planning and preparedness had an operational and emotional impact on HCWs, affecting their morale. Lastly, some HCWs felt disempowered and undervalued due to a lack of agency in redeployment decisions.
This study highlights HCWs' redeployment experiences during COVID-19, the conditions under which it occurred, and its impacts. The findings, although rooted in the pandemic, remain relevant for addressing staffing challenges in the healthcare workforce. We recommend future redeployment strategies prioritise HCWs' training and supervision, ensure strategic planning with clear communication and support for all staff, foster a sense of value among HCWs, and integrate an intersectional equity lens into workforce planning to improve staff retention and morale.
人员调配对于应对新冠疫情给医疗系统带来的更多需求至关重要。先前的研究表明，与在英国出生的白人医护人员相比，少数族裔医护人员、持签证的医护人员以及初级岗位的医护人员更有可能被调配去承担新冠疫情相关工作。关于人员调配在实际中是如何组织的、医护人员和英国国家医疗服务体系（NHS）对快速变化的准备情况以及其中涉及的决策过程，证据有限。本文讨论了医护人员的调配经历、这些经历与NHS安全调配员工政策的契合度，以及与员工流失的潜在关联。
作为英国医护人员种族与新冠疫情结果研究的一部分，我们在2020年12月至2021年7月期间开展了一项定性子研究，对来自不同种族、性别、工作岗位、移民身份和英国地区的164名医护人员进行了访谈和焦点小组讨论。访谈通过线上或电话进行，经参与者同意后进行录音、转录和分析。我们采用了广度和深度相结合的方法，首先确定提及调配或工作模式变化的文字记录，然后进行深入的主题分析。
在164名医护人员中，22人（13.4%）报告被调配到新岗位，42人（26.8%）报告工作模式发生了变化。调配经历因医护人员的工作场所、技能、在决策中的参与度以及感知到的风险而有所不同。确定了四个主题：1. 调配与工作性质的变化；2. 大流行（无）准备情况；3. 调配决策；4. 调配背景下的风险评估。我们的数据揭示了调配的实际情况，包括NHS政策与实际做法之间的差异，特别是在没有充分培训和监督的情况下过早进行调配。缺乏规划和准备对医护人员产生了操作层面和情感层面的影响，影响了他们的士气。最后，一些医护人员因在调配决策中缺乏自主权而感到无权和不受重视。
本研究突出了新冠疫情期间医护人员的调配经历、发生调配的条件及其影响。这些发现虽然源于疫情，但对于应对医疗劳动力中的人员配置挑战仍然具有相关性。我们建议未来的调配策略优先考虑医护人员的培训和监督，确保进行战略规划并与所有员工进行清晰沟通和提供支持，培养医护人员的价值感，并将交叉公平视角纳入劳动力规划，以提高员工留用率和士气。
