Implementing sustainable mentorship in midwifery: A scoping review of barriers and enablers

PROBLEM: Mentorship is recognised as an important strategy to support transition to practice, professional development and workforce retention in midwifery. However, little is known about the barriers and enablers influencing the implementation and sustainability of mentorship programmes. BACKGROUND: Midwifery workforce shortages, burnout and attrition continue to challenge maternity services internationally. Although mentorship is increasingly promoted to support midwives, the organisational and structural conditions required for sustainable mentorship remain unclear. AIM: To identify and synthesise the barriers and enablers influencing the implementation and sustainability of mentorship in midwifery. METHODS: A scoping review was undertaken using the framework described by Arksey and O'Malley and reported in accordance with PRISMA-ScR guidance. Electronic database searches were conducted in CINAHL, MEDLINE and Scopus. Studies were screened against predetermined inclusion criteria, and data were charted and synthesised descriptively. FINDINGS: Seven studies met the inclusion criteria. Two overarching themes were identified: (1) organisational commitment and leadership as the foundation for sustainable mentorship and (2) formalised programme structures as enablers of effective mentorship implementation. Key enablers included leadership engagement, protected time, funding, mentor training, structured programme frameworks, mentor-mentee matching and programme evaluation. Barriers included workload pressures, limited organisational support, staffing shortages, lack of protected time and poorly defined programme structures. DISCUSSION: Mentorship programmes were most effective when embedded within organisational systems and supported through leadership, governance and structured programme design. CONCLUSION: Sustainable mentorship in midwifery requires coordinated organisational investment, leadership engagement and formalised programme structures. Further research is needed to examine organisational and leadership perspectives on mentorship implementation.