Enterprise AI Analysis
Trends, transitions, and workforce intentions in Health IT
Salma Arabi, Charles Sturt University
Kerryn Butler-Henderson, Charles Sturt University
Wei Wang, Charles Sturt University
Kay A Nicol, Charles Sturt University
Published: 23 February 2026 | HIKM '25: Health Informatics Knowledge Management Conference 2025, Online, Australia
Executive Impact Summary
This paper analyzes the 2023 Specialist Digital Health Workforce Census to understand trends, transitions, and workforce intentions in the Health IT sector. Key findings include a predominantly older workforce, a surprising lack of formal tertiary qualifications across most roles (except cybersecurity), but high rates of professional membership. Significant desires for flexible working hours were observed among younger professionals and those in health informatics, while male professionals showed a stronger aspiration for senior leadership roles. The study highlights critical needs for attracting younger talent, enhancing continuous professional development, and promoting leadership diversity to ensure a sustainable Health IT workforce.
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Workforce 45-54 Yrs Old
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Women in Health IT
Deep Analysis & Enterprise Applications
Select a topic to dive deeper, then explore the specific findings from the research, rebuilt as interactive, enterprise-focused modules.
This section delves into the age, gender, and citizenship status of Health IT professionals, revealing an aging workforce and specific residency patterns across different specializations.
33.19%
of Health IT professionals are aged 45-54, indicating an aging workforce.
The health IT sector exhibits an older age profile, with a significant proportion of its professionals falling into the 45-54 age bracket. This trend is particularly pronounced in health AI, health IT, health innovation, and health interoperability, raising concerns about long-term sustainability and the need for succession planning.
Citation: Results revealed a relatively balanced gender distribution but a workforce with an older age profile, particularly in health informatics and cybersecurity, highlighting concerns about long-term sustainability. (Page 2)
Age Profile Across Health IT Professions
An Aging Workforce with Sector-Specific Nuances
The overall health IT workforce shows an older age profile, with the majority (33.19%) falling into the 45-54 age range. This demographic trend is particularly evident in Health AI (57.14%), Health IT (35.43%), Health Innovation (44.64%), and Health Interoperability (53.57%). Even older professionals (55-64 years) dominate Health Cybersecurity (50.00%) and Health Informatics (29.61%). In contrast, Health Data Science/Analytics (26.42%) and Health Technology Assessment (42.86%) have a younger concentration, with most respondents aged 35-44. This highlights a critical need for strategies to attract and retain younger talent across the board, especially in the more established sub-sectors.
Citation: There was a near significant association between occupation and age (p=.078) (Figure 1). This occupational group is an older workforce, with the majority of respondents aged between 45-54 years (33.19%, 151/455). (Page 3)
This tab explores the educational backgrounds, professional engagement, and career growth perceptions among Health IT professionals.
| Occupation | Relevant Tertiary Qualification | Professional Membership |
|---|---|---|
| Health AI | Majority do not | High (implied) |
| Health Cybersecurity | 75.00% DO | High (implied) |
| Health Data Science/Analytics | Majority do not | High (implied) |
| Health Informatics | Majority do not | High (implied) |
| Health IT | Majority do not | 43.02% DO |
| Health Innovation | Majority do not | High (implied) |
| Health Interoperability | Majority do not | High (implied) |
| Health Tech Assessment | Majority do not | 71.43% DO |
| While formal tertiary qualifications are often lacking across most health IT roles, active professional membership is notably high, underscoring the importance of continuous professional development and community engagement for skill validation and networking. Cybersecurity stands out with a majority holding relevant tertiary qualifications. | ||
| Citation: A majority of respondents from seven (7) of the eight (8) occupations did not hold a relevant tertiary qualification... Whilst a majority of respondents did not hold a tertiary qualification, a higher percentage of respondents did hold a professional membership (5/8, p<.001). (Page 3-4) | ||
Men: 75%
of senior leadership roles in most occupations have a stronger desire to reach these positions.
A notable gender-based disparity exists in leadership aspirations within health IT. Men demonstrated a stronger desire to reach senior leadership positions across most occupations, with 0% reporting uncertainty, in contrast to women. This aligns with broader trends in STEM fields and highlights a need for targeted mentoring and development programs to foster equitable leadership opportunities for women.
Citation: There was a significant association with gender and a desire to reach senior leadership (p=.018) (Table 3). Men had a stronger desire to reach senior leadership in most occupations (6/8, 75.00%). Men reported no instances of uncertainty (0.00%) regarding their intention to reach or not reach a senior leadership position. (Page 5)
This section examines professionals' desires regarding working hours, job stability, and aspirations for leadership within the Health IT sector.
Workforce Intentions: Desire for Flexibility
Younger Professionals and Health Informatics Seek Change
A significant proportion of Health AI (71.43%) and Health Cybersecurity (50.00%) professionals reported a desire to increase their working hours. More broadly, individuals aged 25-34 and those in Health Informatics were most likely to desire a change in working hours, suggesting a strong preference for increased flexibility or different working conditions among these groups. In contrast, older professionals (65+) and those in Health Cybersecurity showed less inclination to alter their hours, possibly indicating higher job satisfaction or stagnation.
Citation: There was a significant association between intention to change hours within the next 12 months and occupations (p<.001)... Individuals aged 25-34 had the highest mean rank (243.40)... Respondents in health informatics has the highest mean rank (234.33)... Health cybersecurity had the lowest mean rank (192.42). (Page 4-5)
Health IT Workforce Development Lifecycle
Attract Younger Talent
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Enhance Digital Health Courses
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Support Continuous Professional Development
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Address Leadership Diversity
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Strengthen Workforce Sustainability
To ensure a robust and sustainable Health IT workforce, a multi-faceted approach is required. This involves proactive strategies to attract new talent, continuous upskilling, and fostering an inclusive leadership environment.
Citation: The findings emphasize the need for targeted interventions to attract younger talent, support career development, and address leadership diversity in the health IT sector. (Page 2)
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