J Nurs Manag. 2020;28:1473–1480. wileyonlinelibrary.com/journal/jonm | 1473 © 2020 John Wiley & Sons Ltd 1 | INTRODUCTION Amid their many staffing responsibilities, nurse managers pay attention to macro-level workforce forecasts and micro-level issues such as mentorship for early career nurses (Gan, 2019b; Squires, Jylhä, Jun, Ensio, & Kinnunen, 2017). Researchers fore- cast that the retirement of Baby-Boomer nurses (born between 1946 and 1964) and increased chronicity across populations will exacerbate the nursing shortage problem (Auerbach, Buerhaus, & Staiger, 2017; Buerhaus, Skinner, Auerbach, & Staiger, 2017; Leineweber et al., 2016). Other international academics and clini- cians have also raised concern about the attrition of experienced Baby-Boomer nurses, noting that it will result in the loss of clini- cal experience and tacit knowledge (Fackler, 2019; North, Leung, & Lee, 2014; Sayers & Cleary, 2016) as well as affect care deliv- ery especially at the bedside (Klug, 2009). However, it is crucial Received: 21 June 2020 | Revised: 6 August 2020 | Accepted: 7 August 2020 DOI: 10.1111/jonm.13132 REVIEW ARTICLE A scoping review of the nursing workforce's changing demography: Supporting Baby-Boomer nurses Ivan Gan JD, PhD, Assistant Professor Department of Arts & Communication, University of Houston-Downtown, Houston, TX, USA Correspondence Ivan Gan, Department of Arts & Communication, University of Houston- Downtown, One Main Street, Houston, TX 77002, USA. Email: gani@uhd.edu Abstract Aims: This scoping review discusses two telecommuting options to advance scholar- ship regarding Baby-Boomer nurses' delayed retirement and to extend their contri- bution to bedside nursing. Background: Peer-reviewed studies published in the 15 years before COVID-19 indi- cate that Baby-Boomer nurses' retirement will increase the global nursing shortage. However, three international trends have affected Baby-Boomer nurses' decision to delay their retirement. Evaluation: This review observed the scoping review framework. Key issues: COVID-19 further disrupts the current understanding of Baby-Boomer nurses' retirement as they recognize COVID-19's impact on health care systems and younger nurses. Technological advancements and the changing needs of health care delivery have made telecommuting a practical possibility. Conclusion: Baby-Boomer nurses can leverage alternative work arrangements to meet their needs and to contribute to clinical practice through telecommuting. This approach extends Baby-Boomer nurses' careers and creates a resource for bedside nurses. Implications for Nursing Management: Clinical experience matters at the bedside. Telecommuting maximizes the retention of Baby-Boomer nurses' clinical expertise to benefit patients and to socialize bedside nurses. Baby-Boomer nurses can con- tribute to patient monitoring as well as patient education and counselling through telehealth. They can also provide asynchronous and synchronous telementoring to bedside nurses. KEYWORDS economics, employment status, labour force, nursing, nursing personnel, occupational status