While recruitment has stabilised and the arrival of new entrants through the pipeline has increased, significant and persistent gaps remain in public sector roles, geographically isolated practices and other “deficit areas”. High attrition rates and a “constant churn” in some areas are leading to a loss of expertise and impose ongoing costs on employers. This is not an issue that can be resolved by any single organisation, but one that requires a collective response across the whole sector. To be sustainable, the profession will need to adapt to the expectations of a more modern workforce, including evolving needs and preferences around working conditions, flexibility and career development. (Conclusion, Paragraph 13)