by Zachary Ammerman | Oct 14, 2024 | Data, Reports
Licensed pharmacists are essential spokes in the health care wheel. In addition to dispensing medication, they collaborate with other health care providers to advise on and ensure medication treatments are safe and effective, and even more. Their roles have expanded over the years, with many now offering vaccinations, health screenings, and medication therapy management services. Learn more about the many settings in which they work and the important role they play in the health care workforce below.
Data Report
This has the data, tables, and descriptive analysis that are the bedrock of the rest of the documents linked here. It’s a one-stop shop containing demographic, education, practice settings, and other information on Indiana pharmacists. The report provides a comprehensive overview of the pharmacist workforce, offering valuable insights for policymakers, educators, and health care administrators.
Brief
This is a digestible take on the Indiana pharmacist workforce and the policies that impact it. Visualizations and commentary help provide context for and insight into the data. The brief highlights key trends and changes in the workforce, making complex data accessible to a broader audience.
Diversity Report
Turning an eye toward diversity in the workforce, this looks at how diversity among Indiana’s pharmacists has changed over the years and how that compares to the state as a whole. It also highlights policies and programs that may be contributing to diversity. This report is crucial for understanding how well the pharmacist workforce represents the communities it serves and identifying areas for improvement.
Demand Brief
This shows pharmacist job growth projections through 2030 and highlights the top counties for growth. The brief provides essential information for workforce planning, helping to anticipate future needs and potential shortages in different regions of the state.
by Zachary Ammerman | Oct 8, 2024 | Data, Playbook
As we recognize Mental Health Awareness Week (Oct. 6-12), and World Mental Health Day (Oct. 10), the Bowen Center for Health Workforce Research and Policy would like to highlight our ongoing efforts to analyze and strengthen Indiana’s behavioral health workforce.
Key Findings on Indiana’s Behavioral Health Workforce:
- As of 2022, Indiana had 10,503 active BHHS professionals serving Hoosiers, of which 9,449 were included in our reporting sample
- These include social workers (61.7%), mental health counselors (28.5%), marriage and family therapists (6.9%), and addiction counselors (2.9%)
- The workforce is predominantly female (83.1%), with an average age of 46.3 years
- 71.6% of BHHS professionals report providing telehealth services
- However, all 92 counties in Indiana have federally designated mental health professional shortage areas
Check out all of the data in our in-depth reports and interactive data visualization below:
To address workforce challenges, the Bowen Center recently led the development of the Playbook for Enhancing Indiana’s Mental and Behavioral Health Workforce. This comprehensive project brought together stakeholders to identify opportunities for strengthening the pipeline from education to practice for mental health professionals.
The Playbook provides recommendations in four key areas:
- Securing the Pipeline: Strategies include growing awareness of mental health careers among youth, addressing training “deserts” in underserved areas, and expanding psychiatry residencies and psychology internships.
- Strengthening Clinical Training: Recommendations focus on expanding clinical experiences, elevating the role of professional supervisors, and creating incentives for clinical training.
- Aligning Education, Policy, and Practice: The Playbook suggests creating new positions to streamline licensing processes and ensuring evidence-based practices are integrated into education and continuing training.
- Assessing School-Based Behavioral Health: Recognizing the critical need for youth mental health services, the Playbook recommends enhanced data collection on school-based behavioral health professionals.
These recommendations provide a roadmap for policymakers, educators, employers, and professionals to strengthen Indiana’s mental health workforce. It is crucial to remember that data and policy choices about mental health care in Indiana have real-life impacts for thousands of Hoosiers in their everyday lives.
Read more about the Playbook on our dedicated webpage here.
Data Visualization on the Hoosier BHHS Workforce:
by Zachary Ammerman | Oct 5, 2024 | Data
Scroll to the bottom to check out a data visualization providing a snapshot of the Physician Assistant workforce in Indiana, based on Bowen Center data
As we celebrate National Physician Assistants Week (October 6-12), we want to recognize the critical role PAs play in our healthcare system and share some key insights from our recent research on Indiana’s PA workforce.
At the Bowen Center, our core mission is to collect comprehensive data on all aspects of the health workforce, transforming it into actionable information products for policymakers and health industry experts.
Our 2022 data on Physician Assistants shows:
- There were 2,442 PA license renewals in Indiana in 2022, of which 1,320 were included in our reporting sample
- 74.7% of Indiana PAs are female, with an average age of 37.8 years
- 95.5% of PAs report their primary field is in patient care/documentation
- 46.1% of Indiana PAs reported engaging in telehealth services
We’re also seeing strong projected growth for the PA profession in Indiana:
- The Indiana Department of Workforce Development projects a 35% increase in PA jobs from 2020 to 2030
- 15 Indiana counties are estimated to see PA job growth of 25% or more in this period
However, our research also highlights some workforce distribution challenges, with 20 Indiana counties reporting no PA full-time equivalents.
This Physician Assistants Week, we celebrate the invaluable contributions of PAs while continuing our work to analyze workforce trends and support evidence-based policy making. To all the PAs serving Hoosiers – thank you for your dedication and service!
Read our full PA workforce reports to learn more. And scroll down to check out a data visualization snapshot of Indiana’s Physician Assistant workforce, based on the data available in the three reports below:
by Zachary Ammerman | Aug 15, 2024 | Data, Events, Presentations
Bowen Assistant Director of Data and Research Sierra Vaughn
Bowen’s Assistant Director of Data and Research Sierra Vaughn gave a presentation on rural health care in Indiana to the Indiana Rural Health Association on August 1.
Mirroring national trends, rural health care in Indiana faces significant challenges. The state has seen hospital closures, with 52 rural hospitals remaining as of 2024, and 25% of open hospitals experiencing service reductions. Workforce shortages are acute, particularly in mental health, where rural areas have two-thirds fewer behavioral health professionals than urban areas. Additionally, 35 Indiana counties lack a birthing hospital, impacting maternal care access. These issues are compounded by broader rural health disparities, including slower life expectancy increases and higher mortality rates for conditions like heart disease and cancer compared to urban areas.
Read more about the challenges faced by rural hospitals in Indiana and nationwide as well as potential solutions in Vaughn’s presentation here:
by Becky Boustani | Jun 7, 2023 | Data, Policy, Topics of Interest
The Bowen Center believes in the power of data to support informed policy.
Workforce data provides valuable insights regarding trends in and dynamics of supply, pinpoints where shortages exist and informs emerging workforce models which aim to fill gaps. The Bowen Center supports Indiana’s efforts to collect data on licensed healthcare occupations. When health professionals renew their Indiana license, they provide supplemental information through a series of questions structured to capture data needed to inform state policy, such as: where they practice, how many hours they work, demographics, and their plans for the future. Our team partners with the state to transform these data into reports and briefs that (we hope) promote a better understanding of Indiana’s health workforce, the strengths, challenges, and where opportunities exist to fill gaps.
Recently, we were approached to provide data insights on the contraceptive care workforce – where Indiana had potential contraceptive care providers, and where there were gaps. These data were used to inform 2023 House Enrolled Act 1568. This bill expanded the role of trained pharmacists by allowing them to prescribe hormonal contraceptives to adult women, a service that was previously held by traditional prescribers – generally physicians, advanced practice registered nurses, and physician assistants. Lawmakers wanted to understand the potential impact on access to contraceptive care if pharmacists were granted the ability to contribute as prescribers.
Leveraging workforce data, the Bowen Center generated a policy brief and map that examined the distribution of primary care and maternity care practitioners and pharmacists across Indiana. The map revealed that pharmacists were spread out more widely across the state than primary care and maternity care practitioners, with at least one pharmacist practicing in every one of Indiana’s 92 counties, including within counties that are underserved by traditional contraceptive prescribers. Supporters of the legislation used this map during debate in the statehouse, and backed by evidence, HB 1568 successfully passed through the legislature and was signed into law by the governor. More information about the methodology and findings from this research request can be found in our accompanying brief.
What makes Effective Data?
In fulfilling this data request, we realized this exercise might provide us an opportunity to share our thoughts on the “values” that a dataset might hold in order to be used most effectively to support informed policy.
1. Timeliness and Accuracy.
It is crucial to use the most up-to-date information to have a current understanding of labor market conditions. Outdated or inaccurate data can lead to decisions based on flawed information.
The supplemental data used for the Bowen Center’s primary care, maternity care, and pharmacist map were collected within the last two to three years, ensuring its relevancy. Physician and APRN data came from the 2021 license renewal cycle, while pharmacist data was sourced from the 2020 report. To identify primary care shortage areas and maternity care capacity, a trusted federal source, the Health Resources & Services Administration, was utilized.
2. Relevance.
Workforce data analysis should align with the strategic goals and priorities of the inquiry and should provide actionable insights that can help improve stakeholder understanding without the addition of extraneous data points. This means that the data should be sufficient to provide an understanding of the workforce’s capacity and capabilities with the minimum amount of information needed to answer the research question.
In the case of the policy relevant inquiry related to contraception prescribing, the quick turnaround map was created to gain a better understanding of the issue. The map included only relevant data, designed to be easily comprehensible “at a glance.” Each data element in the map contributed to answering the central question: Might access to contraceptives be impacted if pharmacists were permitted contraceptive prescribing privileges?
3. Comprehensiveness.
To maximize the utilization of data, it is ideal to have a complete picture of the workforce that addresses the initial query. It’s important to consider all the necessary information that contributes to an accurate understanding of workforce distribution.
Indiana’s practice of collecting supplemental data during the licensure renewal process provides essential workforce information that would not be gleaned from the license renewal data alone. Without this additional data, Indiana would be unable to identify such elements as practice location, FTE and practitioner specialty, severely hampering a comprehensive understanding of the workforce in Indiana. From this valuable supplemental data, we were able to incorporate both primary care and maternity care capacity as separate mapped elements since both groups can prescribe hormonal contraceptives. By including all significant workforces, we assure that the take-away is a comprehensive depiction of the current state of relevant healthcare in Indiana.
4. Balance of Granularity and Aggregation
Data should strike a balance between being detailed enough to capture the nuances of the workforce landscape and providing an overview of the bigger picture.
The policy map achieved this balance by using both granular and aggregate data in a user-friendly format. Indiana Primary Care Health Professional Shortage Areas and Maternity Care Practitioner capacity were aggregated across counties using two different visual tools, while pharmacist data was presented more granularly with individual pinpoints for each practice location. This allowed for a quick understanding of workforce capacity in specific areas without losing sight of the broader workforce gaps.
Research and data analysis are vital components of the policy and legislative process. Data analysis that is carefully considered and displayed in a user-friendly way can play an important supporting role in policymaking by providing actionable, evidence-based insights. The successful passage of House Enrolled Act 1568-2023 in Indiana demonstrates that data-driven approaches can help policymakers make informed decisions that can positively impact the health and well-being of people in the state. Ultimately, it contributes to the delivery of comprehensive, high-quality healthcare. At the Bowen Center, we are honored to be able to provide data that empowers Indiana policymakers.
by Chelsea Sparks | May 24, 2023 | Data, Policy, Topics of Interest
Often, I have heard that you learn more by way of experience than from school. I found this to be true as during the past year and a half that I have worked with the Bowen Center. I have learned valuable information that has made me a well-rounded public health professional and have gained an abundance of skills. The Bowen Center has taught me about the importance of access to care, diversity in our health workforce, and expanding care through policy implications such as health workforce training programs, loan repayment programs, and other means to retaining our health workforce.
Diversity in the health workforce is important for creating a thriving and successful work environment and work culture for all health professions. Moreover, diversity in the health workforce is crucial for both better access to care and higher quality of care for underserved communities (Walker, et al, 2012).[1] Recruitment of a diverse staff can lead to the removal of barriers to health-care access in these underserved communities. A workforce that is diverse in race, ethnicity, sex, and age can lead to delivering the best possible care to diverse patient populations (Stanford, 2020).[2] Higher quality of care in these areas then leads to increased patient satisfaction, which can also improve the overall health outcomes of Indiana (Gomez, 2019) (Harker, 2020)[3], [4]. Considering this impact, it is no wonder that recruiting and retaining a diverse health workforce has become a top priority at the state and federal levels.
I participated in an examination of diversity in Indiana’s health workforce, and the first examination used historical data specific to Indiana physicians gathered during license renewal. This data shows much growth in diversity among physicians over the last 25 years. In 1997, less than 20% of physicians identified as non-white. In 2021, nearly one-third of fell into this group. Likewise, gender diversity has also increased, with women making up 18% in Indiana physicians 1997 and 32% in 2021.
More than looking at the numbers, I also examined the multitude of programs and initiatives which address workforce diversity and aim to support early recruitment of health professionals from underrepresented communities. Elements of these programs and initiatives may include incentive programs, such as scholarships and loan repayment options. It is essential to understand how important programs like these are and their roles in increasing the amount of diversity in the health workforce in Indiana.
Chelsea Sparks
Graduate Research Assistant
I utilized this experience in my graduate work by creating a pilot program for one of my master’s degree courses with guidance from the Bowen Center. This program was named “Better Together in the Physician Workforce” and aimed to promote culturally inclusive, and diversity driven workplace environments, starting with 3 program implementation locations. This program promotes change in diversity at these three locations through increased educational opportunities on the importance of workplace diversity, increased culturally sensitive materials, and opportunities for scholarship. The intended outcome of this program is that physicians working in these implementation locations will feel a better sense of belonging in their work environment, workplace culture will harbor diversity and inclusion overall, and physicians could further their education from funding opportunities such as scholarships or grants. It is important to me that I have contributed in some way to achieving health equity and the better representation of underrepresented minority group members and I feel as though I have done just that by building this program. This program has not been implemented; however, it is important to me that the entire program structure be built in hopes of one day launching a similar program and increasing diversity rates among the health workforce.
From this position, I now have several useful skills and even publications that I possess and can take with me to my future career. I currently have been working on a diversity report series that encompasses 11 different health professions for about a year now. This report series provides longitudinal trends in health workforce diversity in hopes of informing existing programs which aim to diversify the health workforce. I understand that I have contributed not only to public health, but also population health. Throughout this working experience I have been able to learn about higher level concepts regarding healthcare and how these concepts are tied to specific policies and impact public health overall. Not only did this graduate employment opportunity allow me to build public health skills, but it also gave me a deeper understanding of how the health workforce and other issues impact health equity. I now understand what racial concordance means and how healthcare workers reflect the populations that they serve
My colleagues at the Bowen Center have not only been the best mentors but have also given some of the best guidance and life advice to help me on my way. The Bowen Center also provides a space where I have maintained close relationships with my mentors and other coworkers. I understand that the next individual welcomed to the team as a graduate research assistant will gain a large amount of knowledge and plentiful experiences. I am thankful for this opportunity and am excited for the future.
If you would have asked me if I would have thought that at the start of my college career I would be in school for 7 years, I would have laughed. So, as for me, I am not sure what my future holds, but I am sure that I am prepared for my next adventure as this team has helped me prepare a foundation for the career that I will pursue.
References
[1] Walker, K. O., Moreno, G., & Grumbach, K. (2012). The Association Among Specialty, Race, Ethnicity, and Practice Location Among California Physicians in Diverse Specialties. Journal of the National Medical Association, 104(1-2), 46–52. https://doi.org/10.1016/s0027-9684(15)30126-7
[2] Stanford FC. The Importance of Diversity and Inclusion in the Healthcare Workforce. J Natl Med Assoc. 2020 Jun;112(3):247-249. doi: 10.1016/j.jnma.2020.03.014. Epub 2020 Apr 23. PMID: 32336480; PMCID: PMC7387183.
[3] Harker, L. (2020, January 15). Unlocking the Benefits of an Inclusive Health Workforce. Georgia Budget and Policy Institute. Retrieved November 14, 2022, from https://gbpi.org/unlocking-benefits-diverse-health-workforce/
[4] Gomez LE, Bernet P. Diversity Improves Performance and Outcomes. J Natl Med Assoc. 2019 Aug;111(4):383-392. doi: 10.1016/j.jnma.2019.01.006. Epub 2019 Feb 11. PMID: 30765101.
