A deeply concerning assessment of leadership culture within German hospitals has been delivered by Susanne Johna, chair of the Marburger Bund, a physician’s union. Johna’s stark critique, shared with “Tagesspiegel Background Gesundheit” highlights a systemic problem of power abuse, arbitrary decision-making and authoritarian behavior that is actively discouraging female physicians and ultimately jeopardizing patient safety.
The allegations stem from a survey conducted by the Hamburg branch of the Marburger Bund, which revealed widespread reports of abuse of power and an oppressive leadership style. Johna expressed certainty that similar results would be found nationwide, emphasizing that the experiences of female physicians aren’t isolated incidents but are rooted in structural inequalities. She specifically noted that while two-thirds of medical students in Germany are women, this demographic representation drastically dwindles at leadership levels, with women holding only 16% of chief physician positions and W3 professorships – a disparity she attributes to a deeply ingrained patriarchal system.
The hierarchical structure of German hospitals is identified as a key contributing factor. Junior colleagues often find themselves wholly dependent on their supervisors, whose personal preferences frequently dictate training and daily work routines. This dynamic can lead to a culture of silence, where physicians learn to suppress concerns to avoid jeopardizing their career progression – a behavior Johna argues is detrimental to both individual wellbeing and patient care.
The timing of career development with family-building presents a particular hurdle for women. Johna reported witnessing instances of leadership utilizing female physicians’ family commitments as justification to question their potential, citing her own experience of a supervisor’s dismissive comment upon announcing her pregnancy.
While acknowledging the existence of supportive and reflective leadership styles, Johna’s overall assessment is grim. “Many women are turning their backs on the system out of frustration” she stated, underscoring the significant loss of skilled personnel this exodus represents. She contrasted this with the proactive investment in employee retention prevalent in other sectors, which remains largely absent within the German hospital system.
Johna’s call to action is directed towards hospital employers, medical associations and state governments. She suggested that medical associations empower themselves beyond issuing reprimands, potentially withdrawing continuing education permissions for those exhibiting problematic behavior. Recognizing the need for systemic change, she urged state governments to prioritize hospitals demonstrating employee development programs and anti-discrimination campaigns during healthcare reform initiatives. While acknowledging the existence of anti-discrimination laws, Johna stressed the more pressing need for increased awareness and a genuine shift in organizational attitudes.