• Published on: Jun 20, 2020
  • 4 minute read
  • By: Dr Rajan Choudhary

Artificial Intelligence In Healthcare

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Artificial intelligence. This phrase means different things to different people. To some, it conjures ideas of robots having the same intelligence and creativity as humans, able to do any tasks we instruct them, except better than us. To others it is a new and exciting tool, one that could revolutionise the way we work, but also the way labour is distributed in society. And for developers? They dread being asked to make an artificial intelligence system by people who have only heard buzzwords such as “machine learning” and “deep neural network” in headlines and blogs.

In this blog we will look at the basics of AI terminology, so we can understand what these terms really mean, and whether they will have an impact on healthcare.

WHAT IS ARTIFICIAL INTELLIGENCE?

Even this question is difficult to answer, as it enters the realms of philosophy and discussion over the meaning of intelligence. What makes a person intelligent? Is it their retained knowledge? Because a computer can store the entirety of known human knowledge on a disc. Is it understanding and following instructions? Or is it creativity, a skill even the average person may struggle with at times. We know one thing for sure, distilling a person’s intelligence down to a single IQ number is disingenuous and doesn’t represent true intelligence.

Similarly people define AI in different ways. A broad definition looks at the ability for a computer or programme to be able to respond autonomously to commands, to the changing environment around them, recognise audio or visual cues, process the information without strict defined rules and spit out a desired function.

The key features appear to be autonomy: the ability to function independent of a human controller or guide, and adaptability: the ability to work beyond strict rules and criteria, and function in situations or with inputs beyond their original programming.

In medicine, a “dumb” system could work with physical values, for instance blood results, compare them to a “normal range” and determine if results are abnormal (e.g if the patient has anaemia).

A smart “AI” would be able to look at a CT scan, notice subtle changes in the images, compare it against what a normal scan should look like, and identify the pathology. This is very difficult because normal scans can differ noticeably between patients, (for instance due to anatomical differences between people), and disease findings can be even more varied, unusual, abnormal. Human brains have incredibly complex pattern recognition systems – over a third of the human brain is dedicated to just visual processing. Imagine trying to re-create that in code.

At first people tried to emulate this with fixed programming. For instance, to teach a programme to recognise a bicycle, you would need to teach it to first exclude anything that is not a vehicle, then exclude anything that does not have wheels, has more than 2 wheels, has a frame connecting the two wheels, has a chain connecting the pedals and the rear wheels……and so on. All of this for a bike. Now imagine trying to code it to recognise subtle changes to cells under a microscope, to recognise cancer cells, to recognise an abnormal mass on a scan. Clearly this solution is very clunky, and simply not feasible.

MACHINE LEARNING

Modern AI systems have moved towards “machine learning”. This is a statistical technique that fits learnt models to inputted data, and “learns” by training models with known data sets. Instead of a person defining what a bicycle is, the model is flooded with thousands of pictures of bikes, and the programme forms its own rules to identify a bike. If this model is then shown a picture of a bike it will show the statistical likelihood of the picture being a bike. The system could be expanded by  further training the model with pictures of motorbikes, scooters and other two wheeled forms of transport. Now if given a picture, the model can determine what type of two wheel transport it has been shown.

The healthcare application can be simple – lets look at a radiology example.  Teach an AI model what normal lungs look like, then show it images of various pathologies such as pneumonia, fibrosis or even lung cancer. If fed enough images and variations of a type of disease, the AI’s statistical analysis might even find associations and patterns to identify a disease that a human radiologist would be unable to find.

NEURAL NETWORKS

A more complex form of machine learning is the neural network. Its name suggests it is analogous to the neurons in a human brain, though this analogy does not stretch much further. Neural networks split the image into various different components, analyse these components to see if it has variables and features before spitting out a decision.

The most complex forms of machine learning involve deep learning. These models utilise thousands of hidden features and has several layers of decision making and analysis before a decision is made. As computing power increases, the ability to create ever more complex models that can look at more complex 3 dimensional images full of dense information. These deep learning models have been able to identify cancer diagnoses in CT and MRI scans, diagnoses that have been missed by even the most expert consultants. They can also identify structures and patterns the human eyes cannot, and may end up being better at diagnoses than a highly trained specialist. Of course such diagnoses would still have to be checked by a doctor, as due to the medico-legal implications that could occur from incorrect diagnoses created by a computer utilising models even their programmers cannot understand.

NATURAL LANGUAGE PROCESSING

But the application of AI is not limited to identifying images and scans. One of the greatest hurdles a computer faces is trying to understand human speech. Dictation from speech to text is easy, but understanding the meaning of what was said, and trying to use that to create instructions or datasets, that’s hard. This is why the iPhone’s Siri or Google Assistant on Android phones seem so limited. They can only recognise certain set instructions such as “What is the weather” or “Set an alarm for…”. More complicated instructions or requests usually results in an error.

People don’t speak in simple sentences. If asked about their symptoms, every patient will use different sentence structures, adjectives, prioritise different symptoms depending on how it affects them, and create a narrative rather than a list of symptoms. Similarly when writing in patients notes, doctors will also use complex sentences, short-hands, structure their notes differently. Feeding this information to Siri would not output a clear diagnosis, but rather give the poor digital assistant a migraine.

Deep learning is being used to analyse natural speech to pick out the important information that will lead to a diagnosis, similar to how a medical student is trained when taking a history. If deployed successfully this would be invaluable in triaging patients based off the severity of their symptoms, and assigning them to the right specialists. 

It would also have huge implications for research. Identifying data is very labour and time intensive, and the costs of trawling through patient notes can significantly limit the feasibility of research studies. A deep learning AI system could read through the notes, identify all the important symptoms, how a patient is improving on a day to day basis and other subtle parameters, and do so without human supervision through thousands of cases without boredom or fatigue. The wealth of information available could significantly improve the quality of research performed.

Artificial Intelligence and the various buzzwords can be difficult to break down and digest. And certainly this blog will not answer all of your questions, and may leave you with more questions than you started with. But understanding the basics of AI will help in appreciating the effort that goes into creating these systems, and also acknowledge the hurdles that limit AI from becoming prevalent across healthcare.

At least for now. Progress in this field is constant. By next year the AI landscape may be very different.

Dr Rajan Choudhary

HEAD OF PRODUCTS, SECOND MEDIC INC UK

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Health

20% Health Time | A Smarter Way to Build Workplace Wellbeing

Modern workplaces are increasingly recognising that employee health is not separate from performance—it is foundational to it. Long work hours, constant digital connectivity and rising stress levels have led to burnout, lifestyle diseases and declining engagement across industries. In this context, the concept of 20% Health Time has emerged as a forward-thinking approach to workplace wellness.

20% Health Time allows employees to dedicate a portion of their paid working hours specifically to activities that support physical, mental and preventive health. Rather than treating wellness as an after-hours responsibility, this model integrates health directly into the work culture.

 

What Is 20% Health Time?

20% Health Time is a structured workplace initiative where employees are encouraged or allowed to spend approximately one-fifth of their working time on health-related activities.

These activities may include:

  • physical exercise or movement breaks
     

  • mental wellness practices
     

  • health education sessions
     

  • preventive health screenings
     

  • stress management and recovery
     

The core idea is simple: healthier employees perform better and sustain productivity longer.

 

Why Traditional Wellness Programs Fall Short

Many organisations offer wellness benefits such as gym memberships or annual checkups. While valuable, these programs often fail because:

  • employees lack time to use them
     

  • wellness is seen as optional
     

  • participation remains low
     

  • benefits are disconnected from daily work
     

20% Health Time addresses these gaps by embedding wellness into regular work hours.

 

Why Health Time Matters in Today’s Workplace

Rising Lifestyle Disease Burden

Public health data shows increasing rates of:

  • diabetes
     

  • hypertension
     

  • obesity
     

  • mental health disorders
     

These conditions affect working-age adults and directly impact productivity and healthcare costs.

 

Burnout and Mental Fatigue

Constant pressure and lack of recovery time lead to:

  • chronic stress
     

  • disengagement
     

  • absenteeism
     

  • high attrition
     

Health Time creates space for recovery and resilience.

 

Sedentary Work Culture

Desk-bound work contributes to:

  • musculoskeletal problems
     

  • cardiovascular risk
     

  • low energy levels
     

Dedicated health time encourages movement and prevention.

 

How 20% Health Time Benefits Employees

Improved Physical Health

Regular movement and preventive care reduce long-term health risks.

 

Better Mental Wellbeing

Time for mindfulness, rest and stress management improves emotional balance.

 

Higher Energy and Focus

Healthy routines improve concentration and reduce fatigue.

 

Empowerment and Autonomy

Employees feel trusted to manage their wellbeing, increasing engagement.

 

How Employers Benefit from 20% Health Time

Increased Productivity

Healthy employees work more efficiently and make fewer errors.

Reduced Absenteeism

Preventive care lowers sick days and health-related disruptions.

 

Lower Healthcare Costs

Early detection and healthier habits reduce long-term medical expenses.

 

Stronger Employer Brand

Wellbeing-focused policies attract and retain top talent.

 

Sustainable Performance

Health Time supports long-term performance rather than short-term output.

 

Activities That Fit into 20% Health Time

Organisations can tailor activities based on workforce needs:

  • guided fitness or yoga sessions
     

  • walking or movement breaks
     

  • mental health workshops
     

  • preventive health checkups
     

  • nutrition education
     

  • stress and sleep management programs
     

Flexibility ensures inclusivity across roles and work models.

 

Evidence Supporting Health Time Initiatives

Workplace health research consistently shows that:

  • preventive health improves productivity
     

  • employee wellbeing programs reduce burnout
     

  • time invested in health yields measurable returns
     

According to WHO and workplace wellness studies, integrated health initiatives deliver better outcomes than standalone benefits.

 

Addressing Common Concerns

“Will this reduce working hours?”

No. Health Time improves efficiency, offsetting time spent through better performance.

 

“Is it suitable for high-pressure roles?”

Yes. High-stress roles benefit the most from structured recovery time.

 

“How do we measure impact?”

Metrics may include:

  • reduced absenteeism
     

  • improved engagement scores
     

  • lower healthcare claims
     

  • better retention
     

 

Implementing 20% Health Time Effectively

Successful implementation requires:

  • leadership support
     

  • clear guidelines
     

  • flexible scheduling
     

  • inclusive activity options
     

  • regular feedback
     

Health Time works best when seen as a cultural shift, not a perk.

 

Long-Term Impact on Organisational Health

Over time, organisations adopting Health Time observe:

  • healthier workforce
     

  • improved morale
     

  • reduced burnout
     

  • stronger team cohesion
     

  • sustainable growth
     

These benefits compound year after year.

 

Conclusion

20% Health Time represents a progressive shift in how organisations view employee wellbeing. By dedicating work time to health, companies acknowledge that productivity and wellbeing are deeply connected. Rather than reacting to burnout and illness, Health Time promotes prevention, balance and resilience. In a future where talent, performance and sustainability matter more than ever, integrating health into the workday is not a luxury—it is a strategic necessity.

 

References

  • World Health Organization (WHO) – Workplace Health Promotion Guidelines

  • Indian Council of Medical Research (ICMR) – Lifestyle Disease and Work Health Reports

  • NITI Aayog – Preventive Healthcare and Workforce Wellbeing Strateg

  •  Lancet – Workplace Wellness and Productivity Studies

  • Harvard Business Review – Employee Wellbeing and Performance Research

  • Statista – Corporate Wellness Trends and ROI Data

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