Gender disparities in Australia’s specialist digital health workforce: a cross-sectional study on education and occupation

Abstract

Background

Digital transformation is rapidly changing healthcare delivery, which is changing the functions and responsibilities of the health workforce. The specialist digital health workforce support the frontline clinical workforce through the management of health data and information systems. Gender disparity in this new configuration of the healthcare workforce can undermine organisational aims, workforce wellbeing, equitable care, population health, patient experience, and economic sustainability.

Research aim

The aim of this paper was to identify the nature of existing gender disparities and potential strategies for fostering gender equity in Australia’s specialist digital health workforce.

Methods

The 2023 Australian Specialist Digital Health Workforce Census incorporated gender survey questions from the Telstra Health Understanding Gender Diversity in Australia’s Digital Health Sector Special Report 2021-22 for the first time. These data were statistically analysed, examining if there was a difference between women and men in: (1) Education, (2) Professional development, (3) Occupation, and (4) Workforce intention.

Results

There were 857 valid responses, of which 595 (69.43%) respondents identified as woman. Women were less likely than men to have a formal digital health qualification. They were less likely to occupy higher paid roles, where both had formal qualifications. Women have fewer opportunities for mentoring and leadership training than men. Men indicated more senior roles than women, and more men were healthcare practitioners than women. More men than women aimed for senior management roles. Both valued work-life balance in employment. Barriers to career progression included age, financial constraints, outside of work responsibilities.

Discussion

Gender disparities are a workforce issue in the Australian digital health landscape. Women are underrepresented in digital health roles, particularly in technology-related roles and analytics. Women have fewer opportunities for leadership training, which is particularly notable as they occupy fewer leadership roles and fewer aspire to leadership roles. Equitable care should be considered one aspect of equity within the workforce. Policy interventions, mentorship and networking, educational reform, and changes in organisation culture are suggested strategies for balancing gender in the digital health specialist workforce.