Thank you for your interest and for raising excellent questions. Certainly, access and cost to education are major issues in the field of human resources for health (HRH), both in medical and nursing schools; however, it is important to note that globally, enrollment/matriculation rates have not equalled graduation rates. So even once we get students into the institutions, they are not all graduating. There are numerous factors that contribute to the attrition of medical/nursing/other students, of which sexual harassment, pregnancy discrimination, and family discrimination are a subset. This topic has not been studied / evaluated rigorously, yet it has a significant potential impact on HRH.
These issues, as you say, impact students, families, and faculty during the period of education such that they may affect students' learning environments, students' motivation to continue their education, or faculty's ability to advance their careers. For example, in some countries / institutions: students are required to pay extra fees or tuition to re-start, redo, or extend their education after becoming pregnant; students are unable to fulfill clinical duties when they are held at night because they must also take care of their families; or students feel uncomfortable / unsafe due to sexual harassment, leading to added stress / decreased ability to focus on their studies. Any one of these examples could affect whether a student actually learns or is able or willing to continue her/his studies, which directly relates to whether training institutions can produce qualified graduates.
As you mentioned, nursing is a female-dominated profession. Given this, what programs, policies, etc. have training institutions put in place that enable (for example) female students to also fulfill a role as a mother and still keep up in school? Or that enable female faculty to gain tenure while maintaining a family?
I hope this is helpful and of course welcome additional thoughts, suggestions, or information!