Introduction
In NT Health, nurses and midwives comprise 38% of the workforce—the largest professional workforce group. The COVID-19 pandemic intensified workforce challenges, including attraction, retention, and burnout, highlighting the need for strategic policies to support staff and foster sustainable workforce models. This study addresses workforce issues and identifies strategies to empower nurses and midwives, reflecting workforce diversity and cultural needs.

Methods
A mixed-methods survey using the McCloskey-Mueller Satisfaction Scale was distributed to 4,056 nursing and midwifery staff over eight weeks in 2023–2024, achieving a 19% response rate (n=772). Anonymous responses were collected, cleansed, and manually coded to identify workforce trends and challenges.

Results
Respondents were predominantly female (85%), aged 26–45 years, and holding permanent contracts (79%). Key findings include:
• Work-life balance: Flexible working arrangements emerged as a common theme, with 60% expressing interest in flexible rosters including, set patterns, compressed hours, and school-hour shifts.
• Retention drivers: Casual and bank staff highlighted job security, financial incentives, career support, and improved working conditions as motivators to transition to permanent contracts.
• Workload and culture: 60% indicated communication and transparency was acceptable, while 20% reported heavy workloads. 31% intend to leave within two years, citing unsafe patient care due to high workloads, workplace culture issues, and safety concerns as primary reasons. Additional challenges included dissatisfaction with management practices, inadequate remuneration, and limited career development opportunities.

Conclusion
By fostering meaningful connections with nurses and midwives, the findings advocate for inclusive and innovative workforce policies that address staff needs and embrace diversity. Tackling critical issues such as workloads, safety concerns, and workplace culture is essential. Prioritising flexible work arrangements, enhancing communication, and cultivating a supportive, culturally safe environment will empower nurses and midwives to thrive. Strategies like retention bonuses, visible leadership, and tailored career progression plans are key to ensuring long-term workforce sustainability.