The role of artificial intelligence in private practice

“I want AI to do my laundry and dishes so that I can do art and writing, not for AI to do my art and writing so I can do my laundry and dishes” Joanna Maciejewska (author)

More and more we are starting to see the impact of artificial intelligence (AI) in Australia. We are talking more about AI and questioning the impact it is having and may have in the workplace, whether it is how we use ChatGPT, how it stores data in relation to privacy and confidentiality or the direct correlation between AI and job loss.

After two years of research, the World Health Organisation (WHO) released a paper on AI for Health in 2021 and has released one every year since. There is no mistaking the WHO is in full support of AI in the healthcare system saying, “At the World Health Organisation (WHO), we support the science-based adoption of AI for health. Our overarching goal is to ensure that AI advancements contribute to global health in a way that is safe, ethical and equitable, with appropriate governance and regulation”.

With the WHO supporting AI, the question then is, what would the impact be to our employees? This is where we consider our opening quote and its application in day-to-day roles and the possibilities of replacing mundane tasks with AI, in order to undertake the tasks we love rather than the tasks we do not.

According to Angela Spatharou, Solveigh Hieronimus and Jonathan Jenkins from McKinsey & Company, there are three phases of scaling AI with the first solution likely to address routines that are repetitive and administrative. This is the ideal place to start when considering each role within the practice and the tasks performed which may be considered repetitive and administrative and what the AI solution may be in absorbing those repetitive tasks.

When introducing changes to technology and systems, both the HPSS and Nurses Awards sets out the requirement for employers once a definite decision has been made, to consult with employees as soon as practicable about: 

• the notice of the changes
• the introduction of the change
• their likely effect on employees, and 
• measures to avoid or reduce the adverse effect of the changes on employees.

Consultation under the Awards can be multifaceted by which we suggest that you contact the Workplace Relations Team to discuss any upcoming changes in further detail so we can help you decide the most appropriate approach.

You can contact the team on 07 3872 2264 or email us at workplacerelation@amaq.com.au