What can we do to reduce the global shortage of midwives?
May 22, 2025
Despite the enormous impact of the role, there’s a global shortage of midwives. In Australia and beyond, workforce challenges, like burnout, underfunding, and a lack of training opportunities, are placing a strain on midwifery.
According to the WHO, the world faces a shortage of approximately 900,000 midwives. This shortage is most severe in low and middle-income countries, particularly in Africa and parts of South Asia, and globally, midwives make up less than 10% of the global reproductive, maternal, newborn and adolescent health workforce, despite the enormous contribution they make.
Addressing this gap is essential.
The global shortage of midwives is a critical public health and workforce issue that can be classified in several interrelated ways.
There is an insufficient number of trained and qualified midwives to meet the reproductive, maternal, newborn, and child health needs of the global population. The shortage also exacerbates inequities in maternal and newborn care, particularly in rural, remote, and conflict-affected regions.
Underinvestment in midwifery limits access to skilled birth attendants, impacting national health outcomes and economic productivity. Investing in midwives is cost-effective and can yield a significant return in terms of lives saved and health system efficiency. Many countries lack adequate training programs, resources, and facilities to produce enough midwives, and the quality and duration of training vary widely, leading to both disparities in skill levels and recognition of midwifery as a profession.
In some countries, midwifery is undervalued or poorly integrated into national health systems and midwives may face poor working conditions, low pay, limited autonomy, and lack of career development, which hinders recruitment and retention.
The global shortage of midwives is not just a workforce problem, it’s a systemic issue that touches on gender equity, human rights, public health, and global development. Addressing it requires coordinated investment in training, regulation, funding, and respect for midwifery as a vital, life-saving profession.
Around the world, especially in less developed nations, we need more midwives, better supported, properly resourced, and fully integrated into healthcare systems. Their presence can transform birth from a clinical transaction to a holistic, empowering experience, yet solving this global shortage of midwives is likely to require innovative, scalable, and culturally appropriate solutions that go beyond traditional approaches, which could include:
Community midwife programs
Train people within their own communities to become midwives. This improves retention, builds trust, and reduces the urban–rural care gap
Mobile midwifery schools
Deploy training buses or portable clinics equipped with simulation tools, skilled trainers, and digital resources to rural or underserved areas.
A midwifery fellowship
International partnerships for short-term midwifery placements, where experienced midwives mentor teams in high-need areas.
Telemidwifery
Regional telehealth centres where midwives in remote areas can consult with doctors or specialists via video during complications or referrals.
Fast-track upskilling for RNs
Offer condensed midwifery certifications for existing nurses or auxiliary healthcare workers in communities with midwife gaps.
Midwifery micro-enterprise models
Empower midwives as community entrepreneurs with training in financial literacy, microfinancing, and small business skills, especially in less developed nations.
Incentivised public-private partnerships
Encourage private sector investment in midwifery education, tech tools, and rural deployment through tax incentives or public recognition.
More locally, we should invest more in midwifery education and training and improve both working conditions and career pathways, offer competitive salaries, benefits, and safe work environments as well as recognising midwifery as a distinct, autonomous profession.
In short, solving the global midwife shortage is not just about filling jobs, it’s about building a stronger, more equitable health system that empowers women, saves lives, and improves outcomes across generations.
Image credit: WaterAid and Shahriar Rupam
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Here at Talent Quarter, providing quality support to both healthcare professionals and clients has always been a core part of how we work. Achieving ISO 9001 Quality Management Systems (QMS) certification with Certex is an important milestone that reflects the care, consistency and accountability we aim to bring to everything we do. As a healthcare recruitment and workforce solutions partner operating across Australia, Talent Quarter works closely with nurses, midwives, doctors, allied health professionals and social care workers across metro, regional and remote communities. What is ISO 9001 — and Why Does It Matter? ISO 9001 is an internationally recognised quality management standard designed to help organisations improve the way they operate, deliver services consistently and continually review how they can do things better. Rather than being a simple “tick-box” exercise, it requires businesses to build clear processes, strengthen accountability and create structured systems around risk management, documentation, communication and continuous improvement. Pursuing ISO 9001 certification gave the team an opportunity to strengthen and formalise many of the quality processes already in place across the business. As our organisation continues to grow and support more government and healthcare partners, having a recognised framework helps ensure services remain consistent, compliant and people-focused. The certification journey involved reviewing internal systems, refining documentation and improving visibility across processes and responsibilities. While it required time and collaboration across teams, it also created valuable opportunities to improve the way Talent Quarter works internally and supports its clients and candidates externally. Shannon O’Fionnagain, Executive Head of Operational Strategy & Governance at Talent Quarter, shared: “It strengthens customer confidence, supports improved customer satisfaction, and reinforces our culture of continuous improvement.” Certex’s collaborative and industry-informed approach played a key role throughout the process, helping ensure the certification journey remained both practical and aligned with Talent Quarter’s operational environment. For us, this certification is not just about achieving a standard - it’s about continuing to build trust, improve experiences and support healthcare communities with care and consistency.
In healthcare, aged care and community services, compliance is often treated like a checklist. Documents collected. Boxes ticked. Systems updated. But in reality, compliance isn’t a process. It’s a risk strategy. And right now, too many organisations are still managing it like an admin task. Across the sector, the same patterns show up: Credentials checked once, then assumed to stay valid Visa and work rights confirmed at onboarding, but not monitored Manual systems used to track expiry dates Last-minute scrambles when gaps are uncovered Mounting pressure during audits and reviews None of this is actually intentional. But it creates exposure and in our sector, that exposure directly impacts care quality, safety, and trust. Moving beyond “point-in-time” compliance A worker who was compliant three months ago… isn’t necessarily compliant today. Registrations change, documents expire and visa conditions evolve. If compliance isn’t actively monitored, gaps will appear. It’s not a question of if, it’s when. The cost of getting it wrong This isn’t just theoretical. It shows up in very real ways: Failed audits and costly remediation Regulatory penalties Service disruption and cancelled shifts Increased admin burden Reputational damage across clients and communities And most importantly, it introduces risk into environments where there is no room for error. What we’re seeing Through our work across Australia, one thing is clear: Most providers don’t lack intent, they lack systems designed to eliminate gaps. Because managing compliance… isn’t the same as controlling it. A different approach: Zero-Gap Compliance At Talent Quarter, we’ve shifted away from “point-in-time” compliance to a model of continuous compliance . We call it Zero-Gap Compliance - a system designed to remove the opportunity for gaps to exist in the first place. It’s built on a few simple principles: No clearance, no placement Continuous, real-time monitoring (not one-off checks) Verified visa status and work rights Automated alerts before issues become risks Full audit visibility across every worker If something isn’t current, verified, and compliant, it simply doesn’t go. What this delivers Reduced organisational risk Stronger governance More reliable workforce coverage Protection of care quality And ultimately, confidence that the workforce you rely on is exactly what it should be. There’s a simple rule we apply: If there’s a gap, we don’t place. No exceptions. No workarounds. No risk passed on.
If you’ve been considering a move to Australia as a Speech Pathologist, (we call them Speechies!) you’re not alone. It’s one of the most common conversations happening right now, and for good reason! The demand across the country is not just strong - it’s immediate and ongoing. Australia currently has over 1,000 vacancies for Speech Pathologists, with only around 11,000 clinicians actively practising. When you combine that with rising diagnoses of autism and ADHD, alongside increasing pressure on healthcare and community services, it becomes clear why employers are actively looking overseas. This isn’t a “testing the market” moment - your skills are genuinely needed. Where the Demand Is The majority of opportunities sit within paediatrics and community-based roles , particularly those funded under the NDIS (National Disability Insurance Scheme). Early intervention is a major focus across Australia, meaning many roles involve working with younger children and their families to support development as early as possible. It’s also worth considering regional locations . These roles often have: Greater demand Faster access to sponsorship Stronger pathways to permanent residency (PR) For many clinicians, regional roles can be the fastest way to establish themselves in Australia. What the Work Actually Looks Like In paediatric and community settings, your caseload will be varied — but with consistent themes. You’ll commonly work with: Autism spectrum disorder Speech sound disorders Developmental language delays Social communication difficulties ADHD-related challenges Global developmental delay Feeding (depending on the role) What stands out in Australia is the functional, family-centred approach . This isn’t just clinic-based therapy. You’ll often: Work closely with parents and carers Collaborate with schools and other professionals Focus on real-world, everyday outcomes It’s hands-on, practical, and highly impactful work. Visas and Sponsorship Most overseas Speech Pathologists relocate to Australia on a 482 sponsored visa , which can lead to permanent residency. The key thing to understand right now is this: Sponsorship is highly achievable. Employers aren’t just open to international candidates — they are actively relying on them to meet demand. Registration: Start Sooner Than You Think To work as a Speech Pathologist in Australia, you’ll need to meet the requirements of Speech Pathology Australia (SPA) . For clinicians from the UK, Ireland, USA, Canada, and New Zealand , there may be a mutual recognition pathway. For others, this typically involves: Meeting qualification requirements Demonstrating English proficiency (usually IELTS 8.0) Important Update From 30 June 2026 , the SPA framework is expected to become more structured and detailed. In practical terms, this may mean: A more thorough assessment process Longer processing times If Australia is on your radar, starting your registration early is one of the smartest steps you can take . What Employers Are Really Looking For Beyond qualifications, employers are looking for clinicians who can: Communicate effectively Build strong relationships with families Manage a caseload independently While paediatric and early intervention experience is highly valued, there’s one area that’s often underestimated: KPI and Caseload Management Experience Many roles - particularly in NDIS and community settings - involve: Billable targets Productivity expectations Managing a full and structured diary If you’ve worked in an environment where you balance workload, track output, and manage competing priorities, this will put you at a significant advantage. The Reality of the Role It’s important to be honest - community-based roles can be busy. You can expect: Travel between clients Administrative responsibilities Full and structured days However, these roles are also where many clinicians find: Greater variety in their work Increased flexibility High levels of job satisfaction You’ll often see the impact of your work quickly, while building a broad and valuable skillset. Final Thoughts Relocating internationally is a massive decision. But for Speechies, Australia offers a unique combination of: High demand Career stability Long-term visa and residency pathways Meaningful, impactful work If you’re considering making the move and aren’t sure where to start, having the right guidance can make all the difference. Maya Dwyer works closely with Speech Pathologists relocating to Australia every day, so if you’d like to explore your options or understand what this could look like for you, feel free to reach out. You can also email her: maya.dwyer@talentquarter.com
