Faculty shortages in dental schools may be threatening institutional stability and student success, underscoring the need for targeted retention strategies. The study was published recently in the Journal of Dental Education.
Strategies such as inclusive cultures, fair compensation, and leadership opportunities may address this challenge, according to the review.
“The shortage of dental faculty in US dental schools has emerged as a critical concern, undermining institutions' ability to sustain optimal faculty-to-student ratios and ensure educational excellence,” wrote the authors, led by Dr. Salwa Mekled of the Temple University Kornberg School of Dental Medicine in Philadelphia (J Dent Educ, January 2, 2026).
Using data from the American Dental Education Association (ADEA) Faculty Census Report, the review examined U.S. workforce trends, institutional climate surveys, and recent literature to identify barriers to faculty retention in academic dentistry. There was a sharp rise in faculty vacancies in 2022 to 2023, with 645 unfilled positions compared with 383 in 2018 to 2019.
The shortage was driven by retirements, competition from private practice, limited advancement opportunities, and rising job dissatisfaction. Heavy teaching loads, administrative duties, and research expectations contributed to burnout, with dental faculty ranking among the most burned-out professionals in health education, they wrote.
Nearly 60% of U.S. dental schools reported difficulty recruiting full-time faculty, and more than 40% struggled with retention. Demand for dentists from new schools, underserved populations, and an aging population further intensified hiring pressures. Women and underrepresented minority faculty were more likely to consider leaving due to isolation, limited advancement, and work-life conflicts.
Additionally, generational differences influenced retention, with baby boomers valuing loyalty, Gen X prioritizing autonomy, millennials seeking mentorship and collaboration, and Gen Z emphasizing inclusivity and mental health, they wrote.
As faculty leave, remaining educators face heavier workloads, reduced morale, and weakened mentorship and student experiences. Addressing this crisis requires a data-informed, holistic approach that integrates workforce data, climate surveys, and burnout research to guide evidence-based strategies such as mentorship, effective onboarding, flexible work models, competitive compensation, and culture reform.
However, further research is needed to evaluate which interventions improve faculty retention, assess their cost-effectiveness, and track faculty’s long-term well-being, the authors added.
