Hospitals and health systems across the United States are under growing pressure to solve two urgent challenges at once: improving patient outcomes and stabilizing the nursing workforce. While many organizations focus only on short-term staffing fixes, some are investing in sustainable, evidence-based strategies that strengthen care delivery from the inside out.
One example comes from Ascension, the St. Louis-based health system, which is seeing measurable success by using nurse scientists to address workforce issues, improve patient care, and standardize best practices across its facilities.
For healthcare organizations navigating the realities of the nursing shortage, the lesson is clear: solving staffing challenges requires both clinical innovation and long-term workforce planning. That includes not only better systems of care, but also broader strategies such as international nurse recruitment, healthcare immigration solutions, and stronger support structures for the nurses hospitals depend on every day.
Ascension’s Research-Based Approach to Better Care
In 2021, Ascension launched its National Nurse Research Affinity Group, bringing together clinical nurses, nurse leaders, nurse scientists, clinical informationists, and other professionals from across the system. The goal was to support nursing research and use that research to improve care delivery, patient outcomes, and consistency across the organization.
The initiative reflects a growing recognition in healthcare: nurses are not only caregivers at the bedside, but also essential drivers of innovation. When nurses are empowered to identify problems, test solutions, and scale what works, health systems benefit in ways that extend far beyond individual units or hospitals.
Ascension’s model is supported by four PhD-prepared, practice-based nurse scientists whose role is to help transform frontline nursing ideas into real, measurable outcomes.
Results That Matter for Healthcare Workforce Strategy
Ascension’s investment in nursing research is already producing significant results. In fiscal year 2026, the system reported:
- $1.02 million in implemented grants
- 109 active studies with nurses serving as principal or co-investigators
- 19 peer-reviewed publications
- 13 presentations at regional, national, and international events
These numbers matter because they show what happens when healthcare systems invest in nurses as leaders, researchers, and problem-solvers. For hospitals facing burnout, turnover, and recruitment difficulties, this kind of infrastructure can create a stronger clinical environment one that helps retain talent while improving quality of care.
Fall Prevention Innovation in Emergency Care
One of Ascension’s standout projects involved KINDER 1, a fall risk assessment designed for emergency care settings. Under the leadership of Vallire Hooper, PhD, RN, nurses implemented the tool at a Texas hospital to evaluate its effectiveness.
The study included nearly 64,000 patients and found that KINDER 1 identified patients at risk of falling more accurately than previous methods. As a result, the tool became a national standard and was scaled across the system.
This kind of improvement is especially important in today’s healthcare environment. Better fall prevention protocols not only protect patients, but also reduce costs, improve quality metrics, and support overburdened nursing teams with clearer clinical tools.
Research That Improves Equity in Patient Care
Another significant study, led by nurse scientists Cynthia LaFond, PhD, RN, and Susan Solmos, PhD, RN, evaluated more than 55,000 patients worldwide and uncovered an important gap in pressure injury outcomes.
The research found that patients with medium-dark skin tones experienced higher rates of pressure injuries and faced up to four times the risk of more severe injuries compared to patients with light-medium skin tones.
Ascension used these findings to shape policy, refine assessment standards, and improve care delivery. This work highlights the value of nurse-led research in identifying disparities that may otherwise go unaddressed in clinical practice.
For healthcare leaders, this is a reminder that workforce quality is not just about filling open roles it is also about ensuring nurses have the support, education, and systems they need to deliver equitable, high-quality care.
Supporting Nurse Well-Being Is a Workforce Imperative
Ascension is also looking inward at the human side of staffing. Senior nurse scientist Lesly Kelly, PhD, RN, is leading work aimed at strengthening nurse well-being and helping stabilize care teams.
That focus could not be more timely. Across the country, hospitals are dealing with high turnover, stress-related exits from bedside care, and ongoing recruitment pressure. Efforts to support nurse well-being are no longer optional; they are essential to maintaining a resilient workforce.
Still, even the best internal retention strategies may not fully close staffing gaps. Many healthcare employers are finding that sustainable workforce planning also requires expanding recruitment pipelines including through international nurse staffing.
What This Means for Healthcare Employers Facing the Nursing Shortage
Ascension’s success shows that healthcare organizations need a multi-layered approach to workforce challenges. Investing in nurse leadership, evidence-based practice, and well-being can improve outcomes and help retain staff. But many facilities also need access to qualified nurses beyond the domestic labor market.
That is where international nurse recruitment becomes a powerful part of the solution.
Hiring internationally educated nurses can help hospitals and long-term care providers address persistent vacancies, reduce staffing instability, and build a stronger workforce for the future. But doing so successfully requires more than recruitment alone. Employers need experienced legal guidance to navigate:
- Visa options for international nurses
- Employment-based immigration for healthcare workers
- Green card sponsorship for nurses
- Schedule A immigration processing
- VisaScreen and credentialing requirements
- Compliance for healthcare employers hiring foreign nurses
A strong immigration strategy can help healthcare organizations bring in qualified nursing professionals while staying focused on patient care and operational stability.
Why Immigration Planning Matters in Healthcare Staffing
The healthcare labor market remains highly competitive, and delays in hiring can directly affect patient access, staff morale, and financial performance. Hospitals that proactively build international talent pathways are often better positioned to respond to long-term demand.
For employers, this means partnering with professionals who understand both healthcare staffing challenges and the legal processes involved in sponsoring international nurses for work in the U.S.
At a time when systems are seeking smarter answers to the U.S. nursing shortage, combining innovation in care delivery with strategic immigration planning may be one of the most practical and forward-looking approaches available.
Ascension’s nurse scientist model demonstrates what is possible when healthcare organizations invest in nursing excellence. For many employers, the next step is making sure they also have the workforce capacity to sustain that excellence and that may include hiring talented nurses from around the world.
Ready to Build a Stronger Nursing Workforce?
VisaMadeEZ helps healthcare organizations hire international nurses with confidence.
From immigration strategy to nurse visa sponsorship support, our team works with hospitals, healthcare systems, and care facilities to navigate the legal path to international nurse hiring in the United States. Whether you are exploring Schedule A petitions, employment-based green cards, or long-term workforce planning, we help simplify the process so you can stay focused on delivering quality care.
Contact VisaMadeEZ today to learn how your organization can strengthen staffing, reduce vacancies, and access qualified international nursing talent.
