EANM nuclear medicine workforce survey: Sentiments, gaps, and strategic priorities in Europe

Background This study aimed to characterise the European nuclear medicine workforce, determine open vacancy rates, assess career satisfaction and challenges, identify factors influencing career choices, and evaluate training patterns to support evidence-based workforce development strategies. Methods A cross-sectional online survey was conducted by the European Association of Nuclear Medicine (EANM) among the nuclear medicine workforce in Europe between April and June 2024. The survey consisted of three sections: professional background and work environment, basic training, and advanced nuclear medicine specialisation. Statistical analyses included descriptive statistics and exploratory tests for associations between variables, with effect sizes calculated using Cramér's V. Results Among 239 respondents from 31 countries (±3% response rate), physicians comprised 58.2% of participants, followed by physicists/engineers (13.0%) and technologists/radiographers (10.9%). Gender distribution was balanced (49% male, 49% female, 2% undisclosed), with a median age of 46 years. Training in nuclear medicine typically begins between ages 25-30 and lasts 3-5 years, with notable variation across professions reflecting diverse educational backgrounds and entry pathways. While most professionals (71.8%) chose nuclear medicine during early adulthood, 29.6% transitioned from other careers. Work-life compatibility was high (89.4%). Age-related differences emerged in motivational patterns, with early career entrants more influenced by innovation and multidisciplinarity, while those entering during mature adulthood prioritised career environment and conditions (P = 0.024). Career satisfaction was high, with 85.2% willing to choose nuclear medicine again. Critical findings included substantial vacancy rates with 80.2% of departments reporting open positions, particularly for technologists/radiographers (61.6%) and physicians (57.1%). Significant gender disparities existed in leadership roles (male 60.0% vs female 41.3%, P = 0.017, Cramér's V = 0.19). Findings should be interpreted as exploratory and hypothesis-generating. Conclusions The European nuclear medicine workforce demonstrates high career satisfaction and optimism for future growth, yet faces significant challenges, including persistent vacancies and professional disparities in career advancement and leadership. Strategic interventions, including educational outreach, career pathway resources, and professional development initiatives, are essential for sustaining workforce development.