January 2024

Welcome to the latest edition of the 2024 On the Horizon newsletter from the Future Workforce Unit (FWU). On the Horizon provides a snapshot of the key trends and developments that have the potential to shape and impact our future workforce, workplace and ways of working.

On the Horizon is part of the Focus on the Future Workforce Initiative, which aims to support the health system to ensure a resilient and digitally enabled workforce that can adapt to the changes in the system caused by technology and other disruptions. By focusing on not just the now, but also the future, NSW Health can ensure that we meet the needs of the community now and into the future.

Please note that the opinions shared in On the Horizon are those of the respective authors, and may not reflect the views of FWU or NSW Health.

Aboriginal & Torres Strait Islander readers are advised that the articles may contain images of people who have passed away.

Welcome to 2024. I found this quote about the year of the dragon, and I wanted to share this as we start our new year’s journey toward the future: "The Wood Dragon year 2024, when combined with the nourishing Wood element, will bring evolution, improvement, and abundance; is it the perfect time for rejuvenated beginnings and setting the foundation for long-term success". I hope you were able to have a restful break and are feeling rejuvenated and ready to start the new year.

We are excited to report that preparations are underway for an exciting and thought-provoking Series 5 of the Future Health Podcast hosted by Dr Louise Messara (more details to come so watch this space). Drawing on our research into megatrends impacting on healthcare globally and locally, we are also developing a series of engaging workshops to discuss our most complex potential disruptors. We will keep you informed.

This edition of On the Horizon explores the trends continuing to emerge in 2024: a longer-living population, and with this, a longer working population, innovations in data-driven healthcare and the rise of quantum technologies. As you work through these trends, I invite you to use the questions provided as an opportunity to reflect deeply on what these signals could mean for our people, and to think creatively about how NSW Health can adapt to the disruptions on the horizon.

As we set our intentions for the year ahead, we invite you to join us in embracing the change the future holds for us, and to consider what these trends might mean in your context to identify opportunities that support a capable, adaptable and prepared NSW Health workforce.

As always, please don’t hesitate to drop us a message if you’re enjoying the insights we’re sharing here and connect with us if you’d like to follow our other Future Workforce products. We love to hear from like-minded people.

- Tamara Lee

Director, Future Workforce

Data-informed, personalised healthcare

The use of data, through precision healthcare and personalised medicine, is poised to have a significant influence on the future of healthcare. As data becomes increasingly personalised, comprehensive and available, it has the potential to equip health professionals with a better understanding of their patients to tailor treatments based on their unique needs.

Research suggests that healthcare is stepping away from a ‘one size fits all’ approach to medicine and toward a ‘predict-prevent’ model of care. This ranges from enabling early initiation of preventive care by predicting when people are at risk of developing certain diseases, to developing personalised treatment options for patients based on their medical history and unique genetic makeup.

Whilst personalised healthcare is in its infancy globally, according to the World Economic Forum, Singapore is the most advanced in Asia-Pacific for personalised healthcare readiness. Singapore has developed national plans and strategies for enabling personalised healthcare including a National Precision Medicine Programme. Additionally, Singapore has a strong digital infrastructure and a widespread adoption of the technologies needed to enable personalised healthcare, such as comprehensive electronic health records and Artificial Intelligence (AI). These types of initiatives, that provide support in the digital health arena, are in line with the Australian National Digital Health strategy.

What can be understood from this is that the very nature of healthcare diagnosis and delivery may change, posing potential opportunities for our future workforce. So, how can we support skills and capability development that our workforce will need to cultivate this vision? What steps can be taken to support our workforce to adapt to a potential shift that integrates individual data with preventive and clinical care?

The rise of quantum technologies

Although it’s not a new concept, quantum is positioned to be the next big topic to capture everyone’s attention (after AI of course). After years of dedicated research and development, CSIRO experts now propose that quantum, with its extensive and transformative capabilities, is leading the next technological revolution. Australia now has a National Quantum Strategy setting out a long-term vision for how Australia will take advantage of the opportunities of quantum technologies. So, what are we talking about?

Quantum technologies operate based on the principles of quantum mechanics, a branch of physics that describes the behaviour of matter and energy at extremely small scales, such as atoms and subatomic particles. Fundamental concepts like superposition and entanglement, inherent to quantum mechanics, have paved the way for practical innovations such as quantum computing, quantum sensing, and quantum cryptography.

Quantum computing has transformed conventional computational systems by enabling unprecedented speed, efficiency, and reliability. Quantum computing has the capacity to greatly accelerate drug discovery by efficiently simulating molecular interactions.

Quantum sensing is an advanced sensor technology that detects changes in motion, and electric and magnetic fields, by collecting data at the atomic level. This could provide unmatched sensitivity in diagnostic procedures, enabling the detection of biomarkers at levels previously unachievable.

Additionally, quantum cryptography can safeguard vital data in a way that current encryption methods can’t. The use of quantum cryptography may increase the security of medical records and offer unconditional security for both patients and providers in healthcare communications.

Given the potential quantum technologies may have on the efficiency of various aspects of healthcare and delivery, what are some opportunities our workforce might experience within the ripple effect of quantum technologies entering the health landscape? How can we best prepare our workforce in order to harness these opportunities?

Living and working longer

According to the Australian Bureau of Statistics research, job mobility rates in the last two years have been the highest in the last decade across all age groups with 1.3 million Australians changing jobs. Notably, between February 2022 and February 2023, 5.9% of people aged 45 – 64 made a career change. As people are living longer, and a combination of other factors, changing careers later in life is becoming a trend in Australia and around the world.

Australian National University predicts that by 2060 almost one-half of people in Australia aged 64 or older will be employed. McKinsey Health Institute's 2023 global survey found that, of 21,000 adults aged 55 and older within 21 countries, 19-25% of respondents indicated they would like to work in older age but are not doing so due to a lack of opportunities and difficulty finding a job. For individuals, working longer can prevent or reduce loneliness, provide mental stimulation and a sense of purpose when people are engaged with work they consider to be valuable and enjoyable. For an organisation, older workers add incredible value given their strong skill set, experience, and commitment.

WEF recently published its Longevity Economy Principles Report, which argues that as society continues to adapt to the demands of technology and ageing demographics, it becomes more crucial for jobs and skills training to evolve to enhance opportunities for the multigenerational workforce. For example, SkillsFuture Singapore Agency (SSG) is leading a skills-first approach to prepare its workforce for the future by anticipating the skills needs of the market and encouraging citizens to develop those skills. SSG provides resources such as SkillsFuture Credit, Job-Skills Insights, and skills advisory services. Singapore also has a thoughtful approach to retaining older workers by building an age-inclusive culture, providing funding for employers to create suitable work environments for older workers, and offering flexible work arrangements.

Late-career transitions may be considered more than just a trend, but a strategic response to the evolving nature of work in the 21st century. So, what can we learn from other organisations and industries globally to ensure a healthy workforce that enables individuals to remain active and engaged in the workforce for longer? How can we best support and be flexible to meet the different needs of our multigenerational workforce and maximise the benefits of having such diversity of age, skills and experience?