Career intentions

Table 15.1 reports the characteristics of the oral health workforce career intentions in the next six months by registration division. The unweighted characteristics of survey participants’ career intentions in the next six months by registration division are reported in Appendix Table 15.1. Regarding career change intentions, the majority of the oral health workforce (56.7%) indicated they had no intention of changing their career in the next six months, with the highest stability reported in the DT/DH group (84.0%). DHs (60.6%), OHTs (53.1%) and DTs (51.5%) also showed relatively high rates of career stability. Conversely, 43.3% of the total sample indicated intentions to change careers with the highest proportion of DTs (48.5%) seeking a career change in the next six months.

Among those considering change, seeking more work was the most commonly selected reason (13.3%), with OHTs being the most likely to pursue additional work (16.8%). The second most common intention was seeking promotion (15.0%), again with OHTs showing the highest level of interest (18.8%). Reducing work hours was cited by 7.9% of practitioners overall, and this was most prevalent among DTs (11.3%).

A significant proportion of respondents expressed interest in a career change within the field of dentistry (13.2) with OHTs (14.7%) and DTs (14.1%) leading this category. A smaller group intended a career change away from dentistry (7.1%), again with DTs reporting the highest rate (7.7%).

Other intentions included suspending work (5.3%), with higher rates among OHTs (7.1%). Retirement and further study intentions were minimal across all divisions, with rates close to zero across the workforce.

Table 15.1. Weighted characteristics of the oral health workforce career intentions in the next six months by registration division.

1 Participants that indicated a career change intention could select more than one response.
‡ Practitioners with other combinations of oral health registrations division were grouped and should be interpreted with caution.
⁑ Estimates equated to zero based on survey responses and weighting. However, there may be low numbers of actual practitioners in this group.

Interpretation

The career intentions of the oral health workforce over the next six months reveal key trends across different registration divisions, highlighting varying levels of stability and aspirations for change. Overall, more than half of the workforce reported no intention to change careers, with the highest stability found among dual-qualified DT/DHs. This stability may reflect that many DT/DHs are well-established in their current career paths, likely due to years of experience and career satisfaction (Teusner et al. 2016).

Early-career OHTs demonstrated greater career dynamism, with a large proportion seeking more work (16.8%) as they aim to establish their careers. OHTs also reported high rates of seeking promotions, which suggests they may be looking to progress from early-career to mid-career roles, a natural trajectory as they gain experience and strive for greater responsibility. Additionally, OHTs may be unsatified with their current positions or have not been able to secure permanent or full time positions being the newest of the OHPs. Many OHTs expressed an interest in changing careers within the field of oral health. This may indicate that they are exploring non-clinical roles, such as in research, education, or management, in pursuit of greater flexibility and work-life balance. The versatility of the oral health therapy skillset makes them well-positioned to pivot within the profession (Chen et al. 2021).

DTs exhibited distinct career intentions. A notable proportion expressed a desire to reduce their work hours, which could reflect plans to transition towards retirement (Bordia et al. 2020) as many DTs are more established and likely approaching the later stages of their careers. Additionally, DTs had the highest rate (7.7%) of seeking a career change away from dentistry, potentially signifying a broader interest in new opportunities or lifestyle changes, and the adoption of new identities as they near retirement (Bordia et al. 2020). This aligns with their longer tenure in the workforce, prompting consideration of non-dental career paths in response to the physical burden associated with dental work (Hayes et al. 2012), lack of generativity opportunities (ie mentoring others) or to prevent stagnation (Newtown, Chauhan & Pates, 2020). With a lack of DT training and the introduction of dual-qualified DT/DHs and OHTs, it may be that there are decreasing job opportunities for DTs, prompting the search for opportunities outside of the dental profession. DT’s are primarily employed in the public sector, and there is evidence that the public dentistry is experiencing a retention crisis (Evans et al. 2023).

OHTs also had a notable proportion indicating plans to suspend work, which could be linked to personal reasons, such as taking a leave of absence for family or caregiving responsibilities, or recreational travel. As a predominantly younger, female profession, they may be navigating life transitions that require temporary breaks from their careers. Parenting responsibilities have been shown to result in a temporary reduction of working hours (Perry-Jenkins & Gerstel, 2020). This reduction in work hours can have an impact on wellbeing; having control and flexibility over working hours can have a positive impact on professionals and their families (Perry-Jenkins & Gerstel, 2020).

These findings underline the diverse career intentions within the oral health workforce. While many experienced OHPs, particularly DT/DHs, are content in their current roles, early-career OHTs are more actively seeking new opportunities for growth and flexibility. Meanwhile, older DTs may be preparing for reduced workloads or exploring new career directions as they consider retirement. Understanding these intentions is crucial for developing workforce strategies that support career progression, work-life balance, and long-term retention, ensuring a sustainable and adaptable oral health workforce.

Sources

• Bordia P, Read S, Bordia S. 2020. Retiring: Role identity processes in retirement transition. Journal of Organizational Behavior, 41(5), 445-460.
• Chen D, Hayes M, Holden A. 2021. A global review of the education and career pathways of dental therapists, dental hygienists and oral health therapists. British Dental Journal, 230(8), 533-538.
• Evans D, Mills I, Burns L, Bryce M, Hanks S. 2023. The dental workforce recruitment and retention crisis in the UK. British Dental Journal, 234(8), 573-577.
• Hayes MJ, Taylor JA, Smith DR. 2012. Predictors of work‐related musculoskeletal disorders among dental hygienists. International journal of dental hygiene, 10(4), 265-269.
• Newton NJ, Chauhan PK, Pates JL. 2020. Facing the future: Generativity, stagnation, intended legacies, and well-being in later life. Journal of Adult Development, 27(1), 70-80.
• Perry‐Jenkins, M., & Gerstel, N. 2020. Work and family in the second decade of the 21st century. Journal of Marriage and Family, 82(1), 420-453.
• Teusner DN, Amarasena N, Satur J, Chrisopoulos S, Brennan D. 2016. Applied scope of practice of oral health therapists, dental hygienists and dental therapists. Australian Dental Journal. 61: 342-349.