October 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.

“To live is to choose. But to choose well, you must know who you are and what you stand for, where you want to go and why you want to get there.”

– Kofi Annan, seventh Secretary-General of the United Nations

There’s been so much activity lately that the editor’s letter is a little longer than usual – let’s dive in …

I am pleased to announce the launch of the report Beyond tomorrow: Health megatrends anticipated to impact NSW and the healthcare workforce to 2040, a research project by CSIRO in collaboration with the NSW Health Future Workforce Unit. As the NSW health system stands at the threshold of a profound transformation, the choices we make are more critical than ever. As we face unprecedented challenges understanding where we want to go and why we want to get there, becomes paramount. Beyond Tomorrow delves into the powerful forces reshaping our world, providing a thoughtful analysis of their implications for the health sector and workforce in NSW through to 2040. This report encourages both decision-makers and the workforce to reflect on our current standing as we navigate the complexities ahead, prompting us to consider how the choices we make today will shape our readiness for the future.

This month, we secured a spot at the South by Southwest (SXSW) 2024 Sydney Conference, themed "The Future Belongs to the Curious." The WPTD branch hosted a booth at the Tech and Innovation Expo providing an opportunity to showcase the range of scholarships and career opportunities at NSW Health and some of the innovative work happening across the system in collaboration with eHealth. More than twenty staff members were supported in attending which provided a valuable opportunity for staff to stay informed about industry trends, explore new technologies and market opportunities, and inspire innovation and creativity.

I’ve been reflecting on a podcast I recently listened to with Matt Barrie, CEO of Freelancer.com, one of the world's leading online job marketplaces. In the podcast, Matt discusses how AI tools like ChatGPT and Midjourney empower gig workers to enhance their skills rather than replace them. While the conversation explores skills development it also explores the disruptive potential of AI agents that could operate autonomously, highlighting their benefits and disruptions for organisations and society as AI increasingly shapes our interactions and decisions. I noted the high level of interest at SXSW in the many sessions devoted to AI and future of work, and indeed we need to remain curious about this fast-changing space.

The second episode for the series of the Future Health Podcast was recently released. Dr Louise Messara sat down with Grace Brown, Mani Thiru, and Abi the Robot from Andromeda to explore the boundless possibilities of human-robot collaboration. Recently named one of Forbes' 30 Under 30 and The Australian's Top 100 Innovators for 2024, Grace Brown is a trailblazer addressing loneliness and isolation in elderly patients, children in hospital and other groups in need.

In this month's edition of On the Horizon, we are exploring a range of trends including how AI is being used to improve health equity, the future of the “skills-based organisation”, and navigating the age of distraction. I invite you, as you sift through these trends, to use the questions included to prompt further conversations with your peers to explore what these trends could mean in your context.

- Tamara Lee

Director, Future Workforce

From communication barriers to accurate diagnoses: Could AI improve health equity?

As we know, the integration of AI into healthcare is making significant progress in tackling unique challenges. In this context, AI is providing personalised solutions that enhance communication, improve diagnostic accuracy, and foster better patient engagement in often marginalised communities.

South Western Sydney Local Health District (SWSLHD), which serves one of the most culturally diverse regions in Australia, are leading two proofs of concept that utilises AI-powered solutions to improve antenatal communication and patient experiences of Culturally and Linguistically Diverse (CALD) individuals giving birth in Australia. In collaboration with VideoTranslator – a platform that uses real-time transcription, translation, and voice generation powered by customisable AI models – and CulturalPulse, which offers a voice-to-text translation service focusing on recording audio and providing written translations, SWSLHD is improving healthcare access for CALD individuals. For further information, please contact Professor Josephine Chow at SWSLHD.

DrumBeat.ai is another innovative initiative that uses AI to classify ear diseases and predict hearing loss in Aboriginal and Torres Strait Islander children from rural and remote areas. This project is a collaborative effort involving universities, tech companies, government agencies, and Indigenous communities, all united in the fight against severe ear disease affecting children in these regions.

In the coming years, clinicians will likely encounter patients who have received care through AI-enabled pathways. As a result, having a foundational understanding of clinical AI will be essential for interpreting clinical records and referral patterns. Clinicians should also be equipped to address patient inquiries about AI which, research suggests, can be supported by a few hours of targeted education.

How can we enhance workforce education to ensure effective collaboration with these applications? What other areas in healthcare could benefit from this type of technology?

The future of the “skills-based organisation"

As we navigate the complexities of the modern workforce, a transformative approach is emerging: the skills-based organisation (SBO). Unlike traditional models that classify employees by job titles or roles, SBOs prioritise the skills and capabilities each individual brings to the table. This allows organisations to adapt quickly to changes in their environment, aligning employee interests with business priorities to create a dynamic and responsive workplace.

For instance, Unilever has redefined roles as collections of skills rather than fixed job titles. By breaking work into projects or tasks and focusing on problem solving and outcomes, individuals are recognised as holistic contributors with adaptable skills that align with evolving business needs.

Cleveland Clinic has also made strides in skills-based hiring practices to enhance career opportunities for Black talent. They revised over 260 job descriptions and 2,000 positions to eliminate unnecessary degree requirements – a process known as “re-credentialing.” However, fostering a skills-first culture requires more than just removing degree mandates; it necessitates a sustained mindset shift. Cleveland Clinic leaders engage in Community of Practice sessions to share challenges and insights, helping to address biases in the process.

As we look to the future, organisations around the world are rapidly evolving their approach to skills and increasingly experimenting with skills-based models. Research from Deloitte suggests that the shelf life of skills could shrink to just five years, requiring individuals to update their skills six times over their 30-year careers to stay relevant in the workplace.

Are we ready to move beyond traditional job titles and embrace a skills-first approach in NSW Health? In what ways can we support employees in continuously updating their skills to keep pace with industry changes? What barriers exist within our current systems that might hinder the adoption of a skills-based model?

Attention please: Navigating the age of distraction now and into the future

In recent years, digital tools like smartphones, social media, and AI have transformed how we interact with information, offering unmatched convenience, connectivity, and efficiency. While smartphones enable easy access to information and communication, social media has changed how we connect globally, and AI has streamlined processes and boosted productivity.

However, as psychologist and economist Herbert A. Simon noted, “a wealth of information creates a poverty of attention”. The rise of digital tools has made maintaining focus more challenging, with constant notifications and scrolling feeds distracting us from important tasks. This state of continuous partial attention can harm cognitive performance and wellbeing, reducing productivity, memory retention, and increasing stress. Multitasking in the digital environment only adds to this overload.

A 2022 survey of the UK public by the Policy Institute and Centre for Attention Studies at King’s College London found that, while there are no long-term studies to confirm a decline in attention spans, many people perceive that our ability to concentrate has worsened. Nearly half of the public (49%) feel their attention span is shorter than before, with about a quarter (23%) disagreeing. The majority (66%) believe that young people's attention spans are worse than in the past, including six in 10 (58%) 18- to 34-year-olds. Additionally, 47% think that "deep thinking" is becoming a thing of the past, compared to only 23% who disagree.

Finding the right balance between leveraging technology and prioritising wellbeing will be crucial for the future workforce. After all, if we want to enhance productivity, we must consider employee wellbeing. So, how do we find balance? Research suggests several strategies.

How often do you find yourself distracted by notifications instead of focusing on your most important tasks? How can we collectively foster a workplace culture that prioritises mindful technology use? How might we prepare for future generations entering the workforce who have grown up in a world dominated by digital media?