The literature identified 5 attributes consistent with a supportive midwifery practice climate: effective leadership, adequate resources, collaboration, control of one's work, and support of the midwifery model of care. (p.90)

Promote respect for midwives as competent and trustworthy healthcare professionals to improve interprofessional dynamics and health system integration.

In Ontario, roles such as “disability coordinators” are being considered to help midwives navigate leaves of absence and return to work and support practice partners in accommodating these leaves and gradual returns.

This is a program developed by Queensland Health to assist nurses and midwives returning to the public health workforce following a period of absence from nursing and midwifery employment of less than five years.

As LoAs can be inaccessible in some provinces due to loosing one's wage, a wage subsidy for LoAs could help alleviate this barrier.

Financial supports could be provided through paid practicums for the work students conduct.

Anti-stigma interventions could be implemented to combat public stigma against healthcare workers during the pandemic.

On Wednesday, March 11th, 2020 the AOM hosted Anti-racism Workshop. Stacey Alderwick, who led it, guided participants through self-reflection, discussion, role play and small and large group exercises to support participants in building anti-racism and anti-oppression practice and skills to create equitable opportunities for BIPOC midwives/students.

Midwifery profession needs to acknowledge the presence of bullying in the profession and take action.

The AOM is addressing bullying through:

1. Examining systemic factors that feed into bullying

2. Making bullying unacceptable in midwifery

3. Supporting those who experience bullying

4. Promoting healthy practice and healthy midwives

   As a part of this approach, AOM has issued its Position Statement on Bullying.

Health care organisations at the primary level need to be more supportive of the risks of stress in the birth setting and provide an environment for midwives that enforces trauma informed care and practice.

A formal locum program could provide an alternate option to a full caseload for those who wish to work in a reduced capacity and cover midwives’ sick days or leaves of absence without burdening colleagues with their caseload.

Alternative models of care and remuneration that enable more flexibility to accommodate the needs/preferences of midwives and their clients (i.e., alternative call schedules, limited engagement with on-call birth work, part-time work, restricted/expanded scope of practice).

It is recommended that older midwives are presented with the professional opportunities (e.g., telephone triage) that are less demanding to keep them in the workplace

Midwives had been receiving emails with links to MH resources since the onset of the pandemic from their organizational affiliations. Uptake of these resources, and general awareness of the offerings available, appeared to be limited.

There are the benefits of additional support to individual practices to establish appropriate policies/processes/ practices through the creation of templates and the provision of HR/management/administrative resources.

While certain conditions that correlate with midwives’ wellbeing are non-modifiable, several crucial variables (e.g., staffing levels and continuity of career) are within the control of organisational leadership. Future research and interventions should focus on these modifiable risks.

Nursing and midwifery managers should adopt screening and early identification of absenteeism patterns in the nursing workforce.(p.1173)