Key Takeaways:
- In February 2023, HumanAbility was announced as the Jobs and Skills Council for sectors including aged care and disability services, children’s education and care, health, human services, and sport and recreation.
- HumanAbility now supports workforce planning, sector research, stakeholder engagement, and training product development across its industries.
- The Jobs and Skills Council for health and related care sectors is helping align vocational education and training priorities with current and emerging workforce needs.
- In 2026, HumanAbility’s work includes rolling workforce planning, sector deep dives, workforce data analysis, and annual initiative roadmaps.
- HumanAbility is also progressing training product projects across areas such as health administration, dental qualifications, early childhood education and care, aged care, disability, and sterilisation services.
In February 2023, Australia’s Department of Employment and Workplace Relations (DEWR) announced HumanAbility as the Jobs and Skills Council for health and human services, early childhood education and care, and sport and recreation. Since then, HumanAbility has continued to support workforce planning, industry consultation, and vocational education and training priorities across these sectors.
As of 2026, HumanAbility’s work includes rolling workforce planning, sector deep dives, stakeholder engagement, and training product projects designed to respond to current and emerging skills needs.
2026 Updates on HumanAbility’s Jobs and Skills Council Work
Since HumanAbility was announced in 2023, it has progressed from its establishment phase into ongoing workforce planning, sector research, stakeholder engagement, and training product development.
Updated HumanAbility Leadership
HumanAbility is now led by CEO Emma King OAM, who was appointed as the organisation’s inaugural Chief Executive Officer in September 2023. Rob Bonner, who served as interim CEO during HumanAbility’s establishment period, is now Chair of HumanAbility Ltd.
Workforce Planning Priorities in 2026
In 2026, HumanAbility is continuing its rolling workforce planning cycle. This includes sector insights, workforce data, system-level analysis, sector deep dives, and annual initiative roadmaps. Its first sector deep dive focuses on disability and is expected to be released in mid-2026.
Current Training Product Projects
HumanAbility is also conducting training product projects across its industries. Current project areas include career development and employment services, health administration and practice management, dental qualifications, early childhood education and care, aged care, disability, leisure and health, and sterilisation services. Find updates to their latest projects here.
HumanAbility, Jobs and Skills Council for Health and Human Services, Early Education and Sports and Recreation Plans
Interim CEO Rob Bonner recently outlined HumanAbility’s plans and how they will work with members and stakeholders to improve skills development and job opportunities. He wanted to ensure a more strategic approach to skills development and a more future and industry-focused approach to qualifications development.
‘We will use the existing networks of our members and supporters, and build on them, to ensure that our work is well informed by stakeholders across the country and our sectors of interest,’ Bonner said in his message last 14 February.
HumanAbility will have a significant role in ensuring that plans for the workforce and qualifications are grounded in more profound knowledge and responsiveness to the needs of the sectors’ employers and employees.
Bridging the Gap with the Health and Human Services Jobs and Skills Council
HumanAbility plans to actively engage with its members, supporters, and industry stakeholders to encourage their participation in all of its projects and initiatives.
The new Jobs and Skills Council for health and human services, and other key industries plans to create standing forums to develop industry plans and lead projects in specific areas.
Bonner said HumanAbility would also establish industry advisory committees in children’s education and care, health, and human services, aged and disability care and support, and sport and recreation. It would also create larger forums for industry leaders, education providers, small and regional service providers, and students.
The Australian Healthcare and Hospitals Association (AHHA) has expressed its support for the new Jobs and Skills Council for health and human services, HumanAbility, as announced by Federal Minister for Skills and Training, The Hon Brendan O’Connor MP.
AHHA Chief Executive Kylie Woolcock, in a December 15, 2022 report published on their website, said the new Jobs and Skills Council creates an open and collaborative tripartite membership across organisations of all sizes and types.
‘Together, we will ensure training is aligned to the skills that are in demand and meets industry needs in a timely manner,’ she said.
She underscored the importance of thinking of the workforce broadly, not just the health professionals, but the entire workforce that supports the sector.
HumanAbility, according to her, recognises the commonality of skills and workforce challenges facing the health and human services, early education, and sport and recreation sectors. ‘All are focused on the well-being of individuals and communities,’ she added.
HumanAbility’s role in ensuring the VET system reflects geographical variations in need is crucial, particularly in rural and regional parts of Australia experiencing workforce shortages. The success of the Jobs and Skills Council for health and human services will depend on its flexibility and ability to adapt skills to evolving industries.
The AHHA advocates for high-quality, universally accessible healthcare in Australia as the independent peak membership body, collaborating with the government and stakeholders for better health outcomes.
Have Your Say in Shaping the Future of Workforce Planning with HumanAbility
HumanAbility interim CEO, Rob Bonner has called on stakeholders to provide input on crucial workforce and workforce development issues.
The new Jobs and Skills Council for health and human services is set to tackle these issues and support stakeholders following a potentially disruptive transition period. The Council must provide an initial workforce plan from February to April, focusing on existing reports and information.
While the initial review is a high-level desktop process, the Council remains keen on hearing from stakeholders about the must-have elements of the plan. It will share issues identified under former advisory arrangements as they identify draft priority areas in the weeks ahead.
The new Health and Human Services Jobs and Skills Council will also identify the key issues that must be addressed in workforce development, providing a clear workforce plan.
Bonner emphasised the importance of stakeholder input in developing this plan, as the Council aims to tackle critical issues affecting stakeholders. Thus, he urged stakeholders to share their input and contribute to the workforce planning processes despite the limited timeframes.
Frequently Asked Questions
How can RTOs identify which HumanAbility projects may affect their scope?
RTOs should compare HumanAbility project updates with the qualifications and units on their scope. Projects involving qualification reviews, skill sets, or training product updates may indicate future changes to delivery, assessment, or resource requirements.
When should RTOs prepare for possible training package changes?
RTOs should monitor relevant projects once consultation opens, not just after final endorsement. Early awareness gives teams more time to review delivery impacts, update resources, and plan transition timelines.
What should RTOs consider before joining HumanAbility consultations?
RTOs should gather feedback from trainers, assessors, compliance teams, employers, and placement partners. Useful input may include assessment issues, workplace evidence challenges, learner support needs, and gaps between training products and industry expectations.
How could HumanAbility’s work affect training and assessment resources?
HumanAbility’s work may lead to revised qualifications, updated units, new skill sets, or changed assessment conditions. RTOs may need to review learner resources, assessment tools, mapping documents, and validation schedules.
Why should RTO leaders monitor workforce planning updates?
Workforce planning updates can help RTO leaders make earlier decisions about course demand, scope opportunities, employer engagement, trainer needs, and resource investment before formal training package changes are released.
Conclusion
HumanAbility believes that stakeholder engagement is critical to creating a workforce plan that meets the needs of stakeholders, and the organisation is committed to utilising various engagement processes in the future. If you would like to contribute your ideas and suggestions, you may submit them here.
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