Health workforce

Australia’s health workforce

Australia’s health workforce is both large and diverse, encompassing registered and non-registered healthcare professionals as well as non-clinical staff. These individuals deliver care across a range of settings including hospitals, clinics, aged care facilities, and community services. The health workforce forms the backbone of Australia’s health system and is essential for meeting the needs of a growing and ageing population.

Projected growth and sector importance

Over the next decade, nearly half (49%) of all employment growth is expected to occur within the three largest service industries: health care and social assistance; professional scientific and technical services; and education and training. According to projections by Jobs and Skills Australia (JSA), the Health Care and Social Assistance sector is anticipated to continue as the nation’s fastest-growing industry. JSA’s ten-year forecast to May 2035 estimates the industry will grow by 23%, translating to an increase of 541,900 jobs. This substantial growth is primarily driven by factors such as population ageing, rising rates of chronic disease, and expanding care requirements. These trends highlight the importance of strategic workforce planning to address uneven growth across different regions and professions (JSA 2025).

Industry employment figures

In 2024, data from the Australian Bureau of Statistics (ABS) Labour Force Survey showed that around 1 in 6 employed people in Australia (approximately 2,236,800 people, or 15.6% of total employment) worked in Health Care and Social Assistance (Figure 1). This figure continues a consistent ten-year trend. Employment within the sector is distributed across several key areas:

• Hospitals: 578,000 employees
• Medical and other health care services: 689,000 employees
• Residential care services: 238,900 employees
• Social assistance services: 730,200 employees.

Welfare workforce considerations

While the analysis focuses on the health workforce, it is also important to recognise the welfare workforce as a significant component of the Health Care and Social Assistance industry. Further data insights related to the welfare workforce can be found in the publication Australia’s welfare 2023: data insights.

Data considerations

Health workforce data can be difficult to interpret. Different organisations collect different types of information, and no single dataset captures the full picture.

The Australian Bureau of Statistics collects employment numbers for the health industry. The Department of Health, Disability and Ageing collects information about specific health professions through the National Health Workforce Data Set. These sources do not include every role, detail of hours worked or new models of care. There is also limited information about self‑regulated and non‑registered workers.

Data about the First Nations primary health workforce uses the Online Services Reporting data collection. This collection counts all clients who use a service, including visitors. As a result, full‑time equivalent (FTE) per 1,000 clients shows service use rather than the size of the local population. This affects how regions can be compared.

Workforce patterns also vary across Australia. Very remote areas often have higher rates of nurses and Aboriginal and Torres Strait Islander health workers and practitioners. These roles help provide culturally safe care where specialist services are limited.

Trends over time should be interpreted carefully. Changes may be influenced by COVID‑19, shifts in service delivery or workforce availability. These influences are not described elsewhere in the report but help explain changes in workforce levels.

Growth in allied health between 2015 and 2024 includes paramedicine practitioners, who became a registered health profession in 2019. This affects comparability over time.

Workforce stability is also important. High turnover in remote services does not appear in FTE counts, but it affects continuity of care and long‑term service capacity.

This report uses three main workforce measures:

• FTE numbers show how many full‑time equivalent workers are employed.
• FTE rates show how many workers there are for every 1,000 people. Changes in rates should be described in points (for example, from 14.61 to 18.61 is a 4.00‑point increase).
• Percentages show the share of the workforce made up by a group. Changes should be described in percentage points (for example, from 71.36% to 72.09% is a 0.73‑percentage‑point increase).

These measures tell different parts of the story. They should not be used interchangeably. These insights aim to help readers understand how to interpret the available data.

A growing and evolving workforce

Australia’s health workforce continues to grow, driven by population growth, ageing and rising demand for care. In February 2024, the Health Care and Social Assistance industry accounted for 15.6% of Australia’s total employed workforce. Within this, more than 920,000 health practitioners were registered, but only 82% (757,517) were employed in their profession. This difference reflects that registration does not always equate to active employment, and data shows that participation varies across professions. 

Registered health practitioners

In 2024, one in 19 people (757,517) employed in Australia was a registered healthcare professional. The Department of Health, Disability and Ageing’s National Health Workforce Dataset (NHWDS) shows that nurses and midwives made up over half of those employed practitioners (409,794). Growth is strong in allied health, nursing and medical professions, but remains uneven across regions and specialties.

The following analysis and the data visualisation (Figure 2) present key trends for employed registered health practitioners, including the size and distribution and characteristics across selected geographies.

Trends

The number of registered healthcare professionals working in their field rose by 42%. Growth was highest in allied health (70%), followed by medical practitioners (39%), nurses and midwives (34%) and dental practitioners (29%) (Department of Health, Disability and Ageing 2025). The Health Care and Social Assistance industry also expanded. It employed 2.2 million people in 2024, an increase of 53% since 2015. By comparison, total national employment grew by 22% (ABS 2025).

The number of FTE registered health professionals per 1,000 people increased by 26%, from 20.5 to 25.9 FTE. Allied health recorded the largest increase, rising by 52% from 4.5 to 6.8 FTE per 1,000 people. This was followed by nurses and midwives, which increased by 21% from 11.4 to 13.7, medical practitioners, which increased by 15% from 3.9 to 4.5, and dental practitioners, which increased by 10% from 0.7 to 0.8 FTE per 1,000 people.  (Department of Health, Disability and Ageing 2025; ABS 2025).

Growth in allied health between 2015 and 2024 includes paramedicine practitioners, who became a registered health profession in 2019. This affects comparability over time. 

These results show a growing workforce that reflects increasing demand for health care.

Geographical distribution of the health workforce

The distribution of Australia’s health workforce is significantly influenced by geography, with clear patterns observed across states, remoteness classifications, Modified Monash Model (MMM) categories, and Primary Health Networks (PHN) (Figure 2).

Registered health professionals are predominantly concentrated in metropolitan states and areas in major cities (MMM1). These regions support the largest and most variation of employed registered health practitioners, a reflection of higher population densities and the extensive presence of specialist and allied health services.

As geographical remoteness increases, the overall availability of the health workforce declines. In remote settings, roles become broader and more generalist in nature. Nurses, midwives, and Aboriginal and Torres Strait Islander Health Practitioners take on increasingly central responsibilities in the delivery of services.

Large regional states like Queensland (QLD), Western Australia (WA), and the Northern Territory (NT) demonstrate workforce patterns shaped by wide geographic dispersion and cultural diversity based on each PHN requirement.

Together, these geographic structures highlight the adaptability of the Australian health system. The distribution of services, workforce composition, and health outcomes are closely linked to factors such as distance, population spread, and the distinct needs of individual communities.

In 2024:

• South Australia recorded the highest FTE rate per 1,000 people across all health professions (56.94). This was closely followed by Tasmania at 56.11 FTE rate per 1,000 people and the ACT at 55.75 FTE rate per 1,000 people.
• Remote and very remote communities (MMM 6–7) rely heavily on high-intensity nursing (14.6 FTE per 1,000 people) and paramedicine (2.1 FTE per 1,000 people) to address healthcare needs. Aboriginal and Torres Strait Islander Health Practitioners (0.47 FTE per 1,000 people) play a central role in ensuring culturally safe care in these areas.
• Urban PHNs exhibited a workforce profile primarily comprised of Medical Practitioners, Nurses and Midwives, and Dental Practitioners (4.8, 13.4 and 0.9 FTE per 1,000 people respectively).

Between 2015 to 2024:

• Tasmania experienced the largest increase in FTE rates, with an overall growth of 33%. Qld and Vic also showed substantial increases, recording 31.7% and 27% respectively. These gains in Tasmania were largely attributed to growth in the numbers of Nurses (27.8%), Medical Practitioners (31%), Physiotherapists (40%), Occupational Therapists (50%), and Psychologists (24%).
• Regional centres and large rural towns (MMM 2-3) recorded the largest total workforce gains, each increasing by around 7.0%. While, Small rural towns (MMM 5) saw the smallest growth, at approximately 3.0%.
• Western Queensland (196%), Country Western Australia (65%), and parts of Central Queensland (163%) and Country South Australia (140%) PHNs witnessed clear growth in the FTE rates for Aboriginal and Torres Strait Islander Health Practitioners, reflecting ongoing commitments to culturally safe and responsive care in these communities (Figure 2).

Demographics of Australia’s health workforce: 2015–2024

Distribution by age

In 2024, the workforce remained concentrated in the younger age ranges: 20–34 (35.5%), 35–44 (26.6%), 45–54 (19.8%), 55–64 (13.7%), 65–74 (4.0%), and 75–99 (0.45%). Despite this shift, the sector continued to rely heavily on the sizeable 45–64 group approaching retirement (Figure 3).

Between 2015 and 2024, Australia’s registered health workforce became younger, with the most significant growth seen in early-career professionals. The 20–34 age group expanded by 67.1%, rising from 149,068 to 249,090 FTE, and its rate increased by 2.9 points (from 6.3 to 9.2 FTE per 1,000 people). Similarly, the 35–44 group grew by 66.2% to 186,449 FTE, with a 2.15-point increase (from 6.9 per 1,000 people). By contrast, older groups experienced slower growth; the 55–64 cohort increased by only 5.4%, and its rate fell by 0.30 points (from 3.8 to 3.5 per 1,000).

Although the 75–99 age group recorded the fastest percentage increase (88.9%), this was from a relatively small base. Changes in age distribution varied across jurisdictions, with Tasmania seeing the largest rise in the 20–34 rate (4.58 points) and the Northern Territory the smallest (0.97 points). Year-to-year variations highlighted workforce pressures, with growth ranging from 0.98% in the 55–64 group to 7.6% in the 35–44 group. The most substantial annual increase occurred in 2022 (12.3% for 75–99), while the largest decline was recorded in 2020 (1.9% decrease for 55–64).

Distribution by sex

In 2024, female FTE rates were 18.6 per 1,000 people, and male rates were 7.2. Female rates were highest in South Australia (20.8 per 1,000 people) and lowest in New South Wales (16.7). For males, the highest rate was in the Australian Capital Territory (7.7) and the lowest in Western Australia (6.6), highlighting geographic variation in workforce composition (Figure 3).

Across the decade, the composition of the registered health workforce shifted, with stronger growth among female practitioners compared to males. Female FTE increased by 45.4%, from 347,970 to 506,023, and the female FTE rate climbed from 14.6 to 18.6 per 1,000 people (an increase of 4 points). Male FTE grew by 40.3%, from 139,648 to 195,919, with the male rate increasing from 5.9 to 7.2 per 1,000 (1.34 points). The proportion of female FTE in the total workforce remained stable, rising slightly from 71% to 72%.

Geographical differences were evident, with the largest rise in female FTE rates occurring in Tasmania (5.3 points) and the smallest in the Northern Territory (1.7 points). For males, Tasmania also saw the biggest increase (1.7 points), while the Northern Territory recorded the smallest (0.41 points). Median annual FTE growth was 4.5% for females and 3.0% for males. The most significant growth for males was in 2019 (10.3%), and the lowest annual growth for both sexes was in 2020 (females 2.0%, males 1.5%) (Figure 3).

Distribution by Indigenous status

First Nations people in employment as registered health practitioners increased between 2015 and 2024 across most jurisdictions. The Northern Territory recorded the highest rate, rising from 1.2 to 1.4 FTE per 1,000 people over the decade. New South Wales increased from 0.2 to 0.4 FTE per 1,000, Tasmania from 0.3 to 0.7, and Queensland from 0.2 to 0.5 FTE per 1,000 people. Non‑Indigenous rates also grew over this period, although from much higher baseline levels. For example, Queensland rose from 20.2 to 26.5 FTE per 1,000 people between 2015 and 2024. 

Growth for First Nations employed registered health practitioners was strongest in nurses and midwives, Aboriginal and Torres Strait Islander health practitioners, and allied health roles. Rates remained higher in remote areas, where broader clinical roles and multidisciplinary teams support communities with limited access to specialist services (Figure 3).

Priority workforce areas

First Nations primary health workforce

First Nations primary health services deliver culturally safe care through Aboriginal Community Controlled Health Services and other organisations funded under the Indigenous Australian’s Health Programme mostly in remote areas (AIHW 2025a). These services are supported by a diverse workforce, including Aboriginal and Torres Strait Islander health workers and practitioners, nurses, doctors, allied health professionals and specialist staff. Services operate across Australia, from major cities to very remote communities.

From 2018–19 to 2023–24:

• Very remote areas had the highest staff capacity in 2023–24 (10.2 FTE per 1,000 clients) and a high proportion of the workforce was First Nations people. This included high rates of nurses (4.0 FTE), Aboriginal and Torres Strait Islander health workers/practitioners (2.3 FTE), allied health (0.8 FTE) and other health staff (1.3 FTE)
• Major cities had the lowest capacity (7.1 FTE per 1,000 clients) due to lower rates of AHW/AHP staff (1.1 FTE), nurses (1.7 FTE) and other health workers (0.7 FTE)
• Remote areas recorded the strongest growth in staff capacity over time (8.5 to 8.9 FTE per 1,000 clients). Growth came mainly from increases in nurses (2.5 to 3.2 FTE), allied health (0.9 to 1.0 FTE) and other health roles (1.3 to 1.6 FTE)
• staffing levels in Major cities fluctuated, rising to 8.3 FTE per 1,000 clients in 2020–21 before falling to 7.1 FTE in 2023–24
• in 2023–24, nurses made up the largest share of staff in every remoteness area except Outer regional, where Aboriginal and Torres Strait Islander health workers/practitioners made up 28.3% of the workforce
• in Very remote areas, nurses made up 39.0% of staff (4.0 FTE), Aboriginal and Torres Strait Islander health workers/practitioners made up 22.6% (2.3 FTE) and general practitioners made up 11.6% (1.18 FTE)
• between 2018–19 and 2023–24, these shares in Very remote areas ranged from 35.4–43.3% for nurses, 22.6–27.9% for Aboriginal and Torres Strait Islander health workers/practitioners and 8.2–11.6% for general practitioners (Figure 4).

Rural and remote workforce

People living in Remote and very remote areas generally have poorer access to health services than those in regional areas and Major cities (AIHW 2025). This is because there are fewer medical practitioners relative to the population. In 2024, Very remote areas had 2.7 FTE medical practitioners per 1,000 people, compared with 4.8 FTE in Major cities (Figure 2).

Across all employed registered health professions in 2024, levels were highest in Major cities (26.8 FTE per 1,000 people) and lowest in Outer regional areas (22.2 FTE per 1,000 people). Nurses and midwives were more concentrated in Remote and very remote areas. Very remote areas had 14.8 FTE nurses and midwives per 1,000 people, compared with 13.8 FTE in Major cities (Figure 2).

People in remote areas often travel long distances for specialist care and rely more on general practitioners because specialist services are limited (AIHW 2025). New graduates also tend to prefer metropolitan work, 72% chose capital cities in 2023, compared with 30% who preferred regional, rural or remote locations (Figure 5).

Public hospital workforce

The number of salaried medical officers, nurses, diagnostic and allied health professionals (salaried health practitioners) in public hospitals increased from 228,299 FTE in 2014–15 to 330,656 FTE in 2023–24. This is an increase of over 102,000 FTE. Year‑to‑year growth ranged from 9.6% in 2015–16 to 3.8% in 2023–24. Over the decade, staffing grew at an average rate of about 4% a year.

Growth occurred across all states and territories. Queensland recorded the largest increase (31,194 FTE), followed by Victoria (27,784 FTE) and New South Wales (25,298 FTE). Increases were also seen in Western Australia (9,356 FTE), Tasmania (3,162 FTE), South Australia (2,041 FTE), the Northern Territory (1,846 FTE) and the Australian Capital Territory (261 FTE).

In 2023–24, rates of salaried health practitioners per 1,000 people were highest in the Northern Territory (18.2), Tasmania (14.4) and the Australian Capital Territory (13.7). Larger states such as Victoria (12.8) and Queensland (12.6) sat above the national rate (12.3), while New South Wales (12.0) and Western Australia (11.9) were close to the average. South Australia (9.6) was below the national rate.

Nationally, salaried health practitioner FTE staffing recorded the largest one‑year rise since 2015–16 during the early COVID‑19 response, increasing by 13,972 FTE between 2019–20 and 2020–21. Although this rise was smaller in percentage terms than the 2015–16 increase, workforce levels remained elevated and continued to grow through to 2023–24. This pattern indicates a lasting shift to a larger and more stable salaried health practitioner workforce, with no return to pre‑pandemic levels (Figure 6).

Expenditure patterns also changed. The share of recurrent hospital spending directed to salaried health practitioners peaked in 2019–20, then fell to around 56% nationally in 2023–24. Queensland (62.4%) and Victoria (60.6%) remained above the national average, while Western Australia (51.8%) and South Australia (48.6%) remained below it (NPHED 2026).

Overseas trained health workforce

Australia continues to be highly reliant on health professionals who have received their training overseas, particularly in the field of medical practice (Tran et al. 2024).

In 2024, intensive care medicine had the highest proportion of internationally trained doctors at 49.2%. Emergency medicine (43.9%) and general practice (42.1%) also remained high. Psychiatry (41.4%), pain medicine (42.3%) and rehabilitation medicine (37.5%) were other specialties where more than one‑third of practitioners had trained overseas. Between 2015 and 2024, sexual health medicine recorded the largest growth in internationally trained practitioners, increasing by 13.7 percentage points. Addiction medicine experienced the largest decline, falling by 6.2 percentage points (Figure 7). These patterns show a consistent but shifting reliance on internationally trained doctors across the medical workforce.

Australia ranks sixth among the 38 countries in the Organisation for Economic Co-operation and Development (OECD) for the percentage of medical practitioners trained overseas, while it is 21st lowest in terms of domestically trained doctors per capita (OECD 2023).

To address ongoing reliance on internationally trained professionals, new fast-track pathways for international medical graduates were implemented in October 2024. These pathways enable eligible specialists – including general practitioners with pre-approved qualifications from the UK, Ireland and New Zealand – to apply for expedited registration (Ahpra, 2024). By May 2025, 127 international specialists had registered via this scheme (Medical Board of Australia 2025).

Between July 2023 and April 2024, a total of 4,699 overseas-trained doctors registered to practise in Australia, representing an increase of over 50% compared to the number registered in 2018–19 (Woodrow 2024).

Non-registered health professions

A significant portion of the health sector workforce in Australia operates without registration with Ahpra, and official data on these roles remains limited. Despite this, these professionals are integral to the delivery of healthcare and include dietitians, clerical staff, health information managers, welfare professionals, service workers, cleaners and gardeners. Certain professions – such as dietitians, audiologists and speech pathologists – self-regulate through professional associations to uphold safety and quality standards (Speech Pathology Australia 2024; Kinnane 2024).

The Australian Institute of Health and Welfare affirms the essential role played by the non-registered health and support workforce, even though the National Health Workforce Dataset mainly covers registered professions (AIHW, 2024). Interactive data tools from the Department of Health highlight gaps in information about these groups, underscoring the need for improved workforce coverage and planning (Department of Health, Disability and Ageing 2023).

Self-regulating professions maintain rigorous standards. For example, Speech Pathology Australia administers the Certified Practising Speech Pathologist (CPSP) program, which aligns with the National Alliance of Self-Regulating Health Professions. This program encompasses accredited education, ongoing professional development and a complaints process, ensuring high-quality practice in the absence of statutory regulation (Speech Pathology Australia 2024; Kinnane 2024).

Workforce wellbeing

Promoting the health and wellbeing of Australia’s rural and remote health workforce is a recognised national priority. Initiatives such as the Australian Government’s Stronger Rural Health Strategy are designed to increase workforce capacity through rural clinical placements, financial incentives and the National Rural Generalist Pathway (Department of Health and Aged Care, 2024). The Rural Health Workforce Support Activity also provides funding to state and territory agencies to enhance recruitment and retention efforts (Department of Health and Aged Care, 2024). Nonetheless, rural communities continue to face poorer health outcomes and limited access to primary care when compared to metropolitan areas (Australian Institute of Health and Welfare 2023).

In Queensland, practitioners and managers reported the highest levels of intellectual and environmental wellbeing but noted that financial and physical wellbeing were lowest. Workplace support was strongest for intellectual and occupational wellbeing, while it was weakest for spiritual/cultural and physical wellbeing. Most respondents indicated that their overall wellbeing had improved since 2023. Local, face-to-face mental health services were favoured, although privacy concerns, workforce shortages and cost were identified as major barriers. These observations underscore the significance of confidential, locally delivered support to foster workforce resilience (Health Workforce Queensland 2025).

Current challenges for the Australian health workforce

The Department of Health, Disability and Ageing and Jobs and Skills Australia have identified a range of ongoing and emerging challenges facing the nation’s health workforce. These challenges span issues of increased demand, workforce supply shortages, technological advancements, and the need for significant reforms (DHDA 2025; Jobs and Skills Australia 2023).

Increasing demand for the health workforce

By 2050, it is projected that approximately 22% of Australians will be aged 65 and over, compared to 17% in 2022. This demographic shift is expected to place considerable pressure on healthcare services due to the higher incidence of chronic health conditions among older populations (ABS, 2025). In response, strategies such as the Stronger Rural Health Strategy have been implemented to better align workforce supply with community needs. These strategies include rural incentives and multidisciplinary training initiatives to support workforce capacity in the face of rising demand (DHDA 2021).

Shortages in health workforce supply

As of 2023, about 82% of health occupations were experiencing shortages, particularly in general practice, mental health, nursing and allied health fields (JSA 2023). The fill rate for health professional roles dropped to 44%, down from 60% the previous year, with an average of only 1.3 suitable applicants per vacancy (JSA 2023). The main driver of unfilled positions was a lack of specific skills and experience. Australia's reliance on internationally trained professionals continues, and growing international competition further complicates recruitment and retention efforts (AIHW 2024).

To address geographic disparities, the Australian Government employs the Modified Monash Model (MMM) and Distribution Priority Areas (DPAs) to classify regions and support recruitment and retention in regional, rural and remote locations. Additional initiatives include the Area of Need program, the DoctorConnect website, and targeted incentives like the Workforce Incentive Program – doctor stream, which offers tiered payments based on MM classification. Other measures such as the Bonded Medical Program and programs supporting internationally trained doctors are helping to attract and sustain the workforce in underserved communities (Department of Health, Disability and Ageing 2025).

Emerging challenges for 2026 and beyond

Digital health capability

The health workforce is facing significant shifts due to the rapid adoption of digital technologies, including telehealth, electronic health records and AI-driven diagnostics. This transformation is creating a pressing need for widespread upskilling across all health professions. According to a 2024 report, there is a clear requirement to enhance digital health literacy and provide comprehensive training to ensure that new technologies are used safely and effectively within clinical practice (Australasian Institute of Digital Health 2024).

Mental health demand in rural and remote areas

The demand for mental health services in rural and remote areas is rising, leading to an increasing role for peer workers in the provision of care. A 2024 review has emphasised the importance of establishing clear guidance for the expansion and ongoing support of peer worker roles. Particular attention is being given to ensuring that these roles are developed and maintained in a way that is culturally safe for First Nations communities (Giolla Easpaig et al. 2024).

Burnout and workforce retention

Mental burnout continues to be a significant issue within the health workforce. Findings from a 2025 study indicate that more than 12% of health practitioners are contemplating leaving the profession within the year. This highlights the critical need for supportive and flexible work environments to help improve retention and sustain the health workforce into the future (Ahpra 2025).

Health workforce reforms

Comprehensive health workforce reforms are considered essential to meet future demand and to ensure a resilient, responsive and patient-centred healthcare system. Key national reforms include:

• Stronger Rural Health Strategy: Designed to address the challenges of rural and remote healthcare, this strategy focuses on improving access, attracting and retaining health professionals, expanding multidisciplinary models of care and enhancing outcomes. It aims to deliver 3,000 extra doctors and 3,000 extra nurses by 2028 2028 (Department of Health, Disability and Ageing 2018).
• National Medical Workforce Strategy 2021–2031: Endorsed by all Health Ministers, this 10-year strategy provides a collaborative framework for planning the medical workforce. Its focus areas include the distribution of supply, training pathways, generalist capability and workforce responsiveness (Department of Health, Disability and Ageing 2022c).
• Primary Health Care Reforms: The 10-Year Plan (2022–2032) aims to strengthen preventive care and early intervention. Recent initiatives include the introduction of MyMedicare patient registration, expanded bulk-billing incentives and Medicare Urgent Care Clinics (Department of Health, Disability and Ageing 2022a).
• Independent review of overseas practitioner regulation (Kruk Review): Endorsed by National Cabinet in December 2023, these reforms streamline registration pathways, reduce processing times and harmonise English language standards with comparable countries. The goal is to make it simpler and faster for international practitioners to work in Australia, while maintaining safety and quality (Department of Health, Disability and Ageing 2024; Kruk 2023).
• Nurse Practitioner Workforce Plan: Released in 2023, this plan removes collaborative arrangement requirements, expands prescribing rights and outlines strategies for growing the nurse practitioner workforce and improving access to care (Department of Health, Disability and Ageing 2023).
• First Nations health workforce strategies: The National Aboriginal and Torres Strait Islander Health Workforce Strategic Framework and Implementation Plan 2021–2031 guides efforts to boost First Nations representation. In 2024, projects focused on standardising roles and strengthening cultural safety to achieve targets for 2031 (Department of Health, Disability and Ageing 2022b).

Where do I go for more information?

For more information on the health workforce, see:

• Department of Health, Disability and Ageing Health workforce data tool
• Medical Deans Australia and New Zealand Medical schools outcomes database reports.

For more on this topic, see Workforce.