Navigating the OB-GYN Shortage: Career Outlook and Paths

It’s no secret that nearly every medical specialty is approaching a period where the need for care will far exceed the number of clinicians available to provide it. The physician shortage is well-documented, but for OB-GYNs, in particular, it is severe.

For patients, the impending shortage of OB-GYNs is leading to the rapid growth of maternity care deserts, with nearly 7 million women living in places with little to no easy access to pre-and post-natal care, according to a 2022 March of Dimes report.

This begs the question for OB-GYNs, patients and healthcare organizations alike: is there a bright side? Absolutely — while the shortage will introduce many challenges, it will also bring new opportunities for career growth and development for OB-GYNs seeking to make the most of an uncertain time.

At Provider Solutions & Development (PS&D), we’re dedicated to helping physicians and advanced practice clinicians (APCs) make career choices confidently. We want to help set Obstetrics and Gynecology providers up for long-term success.

We see four primary ways in which OB-GYNs can effectively navigate this ever-changing professional landscape and create meaningful opportunities:

1. Exploring alternative career paths
2. Considering rural positions
3. Sub-specializing in high-demand areas
4. Prioritizing technology and a team-based culture

Key Factors Contributing to the OB-GYN Shortage

While we all recognize the existence and impact of the OB-GYN shortage from experience, it’s important to understand why it’s happening in the first place. There are three key factors contributing most heavily to the current circumstances:

1. Pay: A recent MedScape study found that 58% of OB-GYN doctors feel their salaries don’t match with the expectations of their jobs. With increased administrative needs, more insurance requirements and an overall complicated set of patient responsibilities, OB-GYNs are doing more in their day-to-day than is usually accounted for in their salary and benefits packages. Pay is important, and it’s causing many clinicians to choose other, higher-paying specialties or leave the specialty completely.

2. Burnout: Demand for women’s healthcare is growing and is projected to increase 4% by 2030. With not enough doctors available to provide care, those OB-GYNs who are available are working longer hours with less work-life balance, leading to upwards of 40% of OB-GYNs reporting professional burnout, according to a report by the American College of Obstetricians and Gynecologists (ACOG).

3. Legislative hurdles: The Dobbs v. Jackson Women’s Health Organization Supreme Court Case in 2022 has made caring for pregnant people increasingly uncertain, where 42% of OB-GYNs report being very or somewhat concerned about their own legal risk when making decisions about patient care. For many, the potential legal repercussions aren't worth the risk, and choosing another specialty is the path of least resistance.

Looking Ahead: OB-GYN Career Outlook and Opportunities

Despite the current OB-GYN career outlook, it’s critical for practicing clinicians and even medical students considering the specialty to find the path that supports their passion while promoting work-life balance and avoiding burnout.

Explore Alternative OB-GYN Career Paths to Elevate Your Experience

While many clinicians choose a specialty like OB-GYN to care for patients directly, either in private practice or in a larger health system, there are several other career paths for OB-GYNs that are often overlooked but can be just as rewarding. This is especially true when coupled with the face-to-face care clinicians are passionate about. Many of these alternative paths are more likely to withstand the pressures of the ongoing shortage of clinicians and make physicians and APCs more valuable in their roles.

For example, most clinicians can think of at least one professor or mentor who impacted them while in medical school and during residency, but very few of these clinicians consider teaching or training as a possible long-term career path or even as a supplement to their everyday work. OB-GYNs should consider using their passion and skills to help encourage the next generation of OB-GYNs, combatting the shortage while doing fulfilling work.

In fact, one of PS&D’s recent hires for Swedish health system, Dr. Audrey Moruzzi, was drawn to the role in part because she knew Swedish had an OB-GYN residency program that would give her the opportunity to teach and mentor as part of her day-to-day role.

Another option with a growing need is advocacy. Without individuals working to change the legislative environment that’s creating stress for practicing clinicians, the issues we’re currently facing will continue to grow. OB-GYNs who are passionate about women’s health can work with their employer to build advocacy into their existing job — or work with one of PS&D’s recruiters to find a role that will — and help create policy that makes an impact on an everchanging population.

Lastly, there has been a recent increase in OB Hospitalist or Laborist positions, given healthcare organizations’ need to maintain efficiencies without sacrificing patient care in their hospitals and clinics. The Society of OB-GYN Hospitalists defines this role as “an OB-GYN who has focused their professional practice on the care of hospitalized women.” These specialized clinicians play an important role in the efficiency of an organization and the improvement of care and safety for patients by practicing in a higher-stakes hospital setting and having a more refined set of roles and responsibilities than a typical clinician.

Consider Rural Positions with Higher Pay Potential

Almost 7 million women live in maternity deserts where pregnancy and birth care are more difficult to access than in more urban or suburban areas. The growth of maternity deserts creates a new layer to the OB-GYN shortage and creates an even higher demand for care in rural areas.

Although many physicians and APCs prefer to practice in larger cities, OB-GYNs practicing in rural areas tend to make slightly more money and, when coupled with an overall lower cost of living, rural clinicians usually come out ahead on net earnings. In addition, many rural practices and hospitals offer robust loan forgiveness programs and other key benefits to entice clinicians to practice in their communities.

With a large number of OB-GYNs feeling like their pay does not match their job responsibilities, choosing a rural position with higher pay potential and better benefits might just close the gap in pay versus work.

Sub-Specialize in High-Demand Areas

In the same way specialization in a certain healthcare field versus Primary Care can increase earning potential and career opportunities, further specializing within Obstetrics and Gynecology can have a similar effect on salary and work-life balance.

Since 2001, there has been a 200% increase in OB-GYN graduates pursuing sub-specialty training instead of general practice, helping to diversify the specialty and create new opportunities for OB-GYNs. Today, ACOG recognizes seven boarded sub-specialties and three non-boarded sub-specialties, with certification exams available to help OB-GYNs learn and practice in a highly specific set of job responsibilities.

Of the 10 available sub-specialties, some are in higher demand than others. For example, with the rates of gynecological cancer increasing because of lifestyle patterns, dietary habits and genetic factors, a key sub-specialty for OB-GYNs to consider is Gynecological Oncology. These highly trained specialists often deal with complex cases of women’s health, and the combination of growing demand and additional certification puts OB-GYNs in a good place for career advancement and development.

Another key example is Maternal-Fetal Medicine, which trains clinicians to treat both routine and high-risk cases with specialized technologies and procedures. This sub-specialty has grown 17% over the last 12 years, and there is now one MFM specialist for every 14 general practitioners. The highly specified training required for this certification can lead to higher earning potential and also more flexibility in schedule and responsibilities.

Prioritize Opportunities with Access to Technology & Team-Based Care

Administrative burden is one of the primary causes of burnout among clinicians, and OB-GYNs are no exception. Luckily, many healthcare organizations are investing heavily in technology and support for their clinicians to combat burnout and create better work-life balance for those providing care to their communities.

For example, Providence, PS&D’s founder, has made recent strides in advancing AI capabilities within existing computer-assisted physician documentation (CAPD) systems, helping clinicians spend less time on computers and more time in exam rooms with patients. While Providence was an early adopter of this technology, the most recent development takes a step further by delivering completed appointment notes in real-time.

OB-GYNs can actively seek opportunities at organizations with the tools and resources — like CAPD tools, telehealth capabilities and advanced imaging technologies — to help clinicians do their jobs effectively and efficiently.

They should also find organizations that are making the shift toward team-based care. This approach helps alleviate burnout by redistributing responsibilities and administrative tasks more equally among care teams. The recent increase in OB Hospitalist and Laborist positions demonstrates how organizations are prioritizing the well-being of their physicians and APCs.

PS&D Is Invested in Your OB-GYN Career Path

The ongoing OB-GYN shortage is sure to challenge the industry and its practitioners over the coming years, but there are ways to continue to thrive in this specialty. OB-GYNs have a unique opportunity to make proactive changes in their career path now to set themselves up for a happy and more balanced future in the field.

PS&D is deeply committed to helping OB-GYN physicians and APCs throughout the entirety of their career, from negotiating a first full-time job offer to finding every position that fits their goals, needs and lifestyle.

Are you interested in exploring your options or pursuing a specific role? Get in touch with one of our recruiters to take the next step in your career with confidence.