From digital divide to digital dividend: a two-tier talent development model for healthcare workforces

Purpose This viewpoint reframes the issue of the digital divide among the health workforce and shifts it into the perspective of talent development rather than training, and proposes a two-pronged strategy to convert digital disadvantage into workforce advantage. Design/methodology/approach The paper establishes a tiered digital career development framework based on talent development, social capital, human capital and research on the healthcare workforce. Findings Healthcare organizations develop digital human capital among Tier 1 specialists but do not provide the same opportunities for Tier 2 allied, rural and supporting specialists, and training alone cannot bridge this divide. Research limitations/implications The framework is conceptual and requires empirical validation. Practical implications Top-level managers and HRD practitioners need to incorporate tiered digital career paths into organization strategies. Originality/value The paper defines the digital dividend precisely by measuring progress in retention, capacity and resilience via the development of distinct career paths for Tier 2 employees, and specifies the conditions required to achieve it.