• ​Art therapy is an arts-based discipline that uses a psychodynamic psychotherapeutic approach allowing for individuals to utilise art materials to safely express themselves. Art therapists work within a multidisciplinary team to assist individuals, groups or families across a range of diagnoses exploring difficult experiences therapeutically.

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    Workforce characteristics for NSW Health art therapy workforce in 2040

    20
    Headcount

    24.3
    Work hours per week

    3.4%
    Aboriginal workforce target

    ​​Demand is expected to grow 1.6% (low demand scenario) to 1.9% (high demand scenario).


    Reasonable career opportunities

    ​​Workforce modelling indicates the need to grow the NSW art therapy workforce by around 0.1 to 0.5 new professionals per annum to meet community need in 2040 across both demand scenarios.


    Projected FTE growth for NSW Health art therapy workforce to 2040

    20212022202320242025202620272028202920302031203220332034203520362037203820392040
    High Demand8.728.728.885689.0545089.2265449.4018489.5804839.7625129.94810.1370110.3296210.5258810.7258710.9296611.1373211.3489311.5645611.7842912.0081912.23635
    Status Quo8.728.728.298.298.298.378.498.728.769.299.299.298.929.299.299.829.829.829.129.12
    Low Demand8.728.728.859529.0012729.1452939.2916179.4402839.5913289.7447899.90070610.0591210.2200610.3835810.5497210.7185210.8900111.0642511.2412811.4211411.60388

    Workforce characteristics for NSW Health art therapy workforce in 2021

    13
    Headcount

    17.9
    Work hours per week

    49.6
    Years average age

    92.3%
    Female

    28.6%
    Aged 60+

    0%
    Aboriginal

    Metropolitan Sydney

    9
    Headcount

    14
    Work hours per week

    48
    Years average age

    14.3%
    Aged 60+

    Non-Metropolitan Sydney

    1
    Headcount

    NA
    Work hours per week

    NA
    Years average age

    NA%
    Aged 60+

    Art therapy junior entrant positions into NSW Health

    Year20172018201920202021
    Graduates12031

    Workforce distribution for NSW Health art therapy workforce in 2021

    The geographic distribution of the public workforce by local health district/network, by facility and per 100,000 population.

Legends

Per local health district

0 1-25 26-50 51-75 76-100 100+

Per 100,000 population

0 1-5 6-10 11-15 16-20 20+

Per facility

0 1-25 26-50 51-75 76-100 100+

Other networks

  • Sydney Children's Hospitals: 1 to 5 | 0 to 1 per 100,000
  • Enable NSW: 0 | 0 per 100,000
  • Justice Health and Forensic Mental Health: 1 to 5 | 0 to 1 per 100,000

  • Workforce considerations

    • ​Service development roles and educator positions may advocate the value of the profession, improve workforce wellbeing and consequently grow and retain the art therapy workforce.
    • Improvements in data capture and demand (met and unmet) is a prioritised need for the workforce.
    • Population demographics and increasing complex health and social needs which includes people with histories of psycho-social distress or trauma, people with disability and people at risk of violence and harm may increase demand for art therapy workforce.
    • Consideration needs to be given for the physical infrastructure and equipment to deliver art therapy services (e.g., appropriate art supplies and lighting, suitable space for therapy sessions, storage and cleaning).
    • Temporary funding initiatives / positions impacts on workforce stability and influences workforce movement.
    • Clinical educators and student placements are an option for developing the workforce and establishing the need for art therapy in service delivery.
    • The ability to provide sustainable clinical supervision, supports and professional development for such a small workforce impacts the ability to retain and grow the workforce as needed.

    Notes

    • Data included is limited to the workforce employed under the relevant health professional award.
    • LHD/SHN may engage in sessional arrangements in selected circumstances.
    • Specialty health networks are not displayed geographically in the workforce distribution maps.
    • Workforce that cannot be aligned to a physical location have been attributed to a pre-determined facility within each LHD/N. This may impact on Headcount shown at these facilities within the distribution map.
    • NSW Health does not make any representations or warranties whether expressed or implied with respect to the accuracy and completeness of the information contained in the fact sheet.

     


Current as at: Monday 29 May 2023
Contact page owner: Workforce Planning and Talent Development