Combating female physician burnout

5 solutions to burnout in female physicians

Burnout is a significant issue among women physicians, manifesting as emotional exhaustion, depersonalization, and a diminished sense of personal accomplishment. This phenomenon is exacerbated by the unique challenges women face in the medical field, including gender bias, work-life imbalance, and societal expectations. Addressing burnout in women physicians requires a multi-faceted approach that encompasses institutional support, personal well-being strategies, and systemic changes. 

Despite progress in equality, women physicians still face disproportionate challenges within their medical careers compared to men. Moreover, one study of physician work-life reported a 60% excess of burnout in women versus 45% overall. The study suggested that this excess was determined by unequal patient expectations, role expectations outside of work, and personal experiences within the workplace.

Here we explore why women carry a greater burden in medicine, and offer five potential solutions to mitigate burnout among women physicians.

Why does practicing medicine take a greater toll on women?

One factor appears to be that, on average, women physicians take more time per patient and then spend more time documenting the case in electronic medical records. Their hard work pays off for patients: Some quality metrics for patient outcomes indicate that the performance of women physicians is higher than men – for example, older hospitalized patients treated by female internists have lower mortality and readmission rates.

But while they are staying up later at night documenting and charting, women in many households are also shouldering a disproportionate role in non-professional responsibilities. The differences between genders are often astonishing. One recent study reported that, during the pandemic, women physicians were more likely than male physicians to be responsible for childcare or schooling (25% versus 1%) and household tasks (31% percent versus 7%).

There is also evidence that women physicians in particular settings experience greater levels of burnout. For example, in studies in an academic medical center, primary care, and non-surgical specialists, women physicians experienced significantly higher rates of burnout than men physicians.

But while they are staying up later at night documenting and charting, women in many households are also shouldering a disproportionate role in non-professional responsibilities.

Barriers to female doctors seeking help

We’re always telling our patients that prevention (or early intervention) is better than cure. Yet do we apply the same rules to ourselves?

We have previously written on the appallingly low levels of self-care and help-seeking within our profession, and it affects us all.

A study of female physicians found that only 6% of those with a mental health diagnosis reported it to their state licensing board. The women responded that they’d never want a diagnosis on their records for fear of stigma. 

So around 94% of female physicians with a mental health diagnosis don’t disclose for reasons of fear and stigma? This systemic barrier makes it harder to get help which in turn worsens the problem.

Specific approaches to address female physician burnout

Women physicians with burnout have unique needs requiring bespoke solutions. These include:

  • Recognition of the challenges for woman physicians
  • Addressing barriers to career satisfaction, work-life balance, mental and physical health
  • Identification and reduction of gender and maternal bias
  • Mentorship and sponsorship opportunities
  • Family leave, lactation, and childcare policies and support.

In addition, gaps in research must be addressed to inform best practices for measuring and addressing burnout in women physicians.

Below we give our recommended ways to address this serious issue across the profession of medicine.

5 ways to tackle female physician burnout

1. Institutional support and policy reform

Healthcare institutions play a crucial role in preventing burnout by fostering supportive work environments. Policies should be implemented to address excessive workloads, provide adequate staffing, and offer flexible scheduling. For example, instituting mandatory wellness days, reducing administrative burdens, and ensuring fair distribution of on-call duties can alleviate stress. Additionally, policies promoting gender equity, such as transparent hiring and promotion processes, equitable pay, and support for parental leave, are vital. Institutions should also provide access to mental health resources, such as confidential counseling services and peer support groups, tailored to the unique experiences of women physicians.

2. Mentorship and Professional Development

Mentorship can significantly impact career satisfaction and personal growth, offering guidance, support, and a sense of belonging. Establishing formal mentorship programs that pair experienced female physicians with those early in their careers can provide invaluable support. These mentors can offer advice on navigating gender-specific challenges, such as work-life balance, negotiating contracts, and managing career progression. Professional development opportunities should also be accessible, including leadership training, workshops on resilience, and resources for career advancement. Encouraging women physicians to pursue leadership roles not only empowers them but also helps shift institutional cultures toward greater gender equity.

3. Promoting Work-Life Balance

Achieving work-life balance is a common struggle for many women physicians, who often juggle professional responsibilities with caregiving and household duties. Flexible scheduling, part-time work options, and job-sharing arrangements can help accommodate these dual roles. Institutions should promote a culture that values work-life integration, allowing for time off without stigma and encouraging boundary setting. Additionally, offering on-site childcare services or partnerships with childcare providers can reduce the stress associated with finding reliable and convenient childcare. Encouraging a balanced lifestyle that includes time for physical activity, hobbies, and family can help women physicians recharge and prevent burnout.

4. Addressing Gender Bias and Promoting Inclusivity

Gender bias and discrimination in the workplace contribute to burnout by fostering feelings of isolation and undervaluation. To counter this, healthcare organizations must actively work to create inclusive environments. This includes training on unconscious bias for all staff, implementing clear policies against harassment and discrimination, and establishing safe channels for reporting grievances. Leadership should be committed to fostering a culture of respect and inclusivity, where diversity is celebrated, and contributions from all genders are valued equally. Encouraging dialogue and creating spaces for women to share their experiences can help in recognizing and addressing systemic biases.

5. Building Resilience and Self-Care Practices

While systemic changes are critical, individual strategies for building resilience can also be beneficial. Women physicians should be encouraged to prioritize self-care and develop healthy coping mechanisms. This can include mindfulness practices, regular exercise, adequate sleep, and maintaining social connections outside of work. Training in stress management techniques, such as cognitive-behavioral strategies and meditation, can equip physicians with tools to manage their stressors effectively. Additionally, fostering a strong support network, both professionally and personally, can provide emotional support and reduce feelings of isolation.

Conclusions

Women physicians have unique challenges resulting in higher rates of burnout than men. These require a concerted effort not just to tackle burnout in women physicians, and the exodus of female doctors, but also to redress historic gender imbalances and discrimination.

In conclusion, addressing burnout among women physicians requires a comprehensive approach that includes institutional policy changes, mentorship, work-life balance, inclusivity, and personal resilience strategies. By implementing these solutions, healthcare organizations can create a more supportive and equitable environment, helping to sustain the well-being and professional satisfaction of women physicians.

If you would like to access more support, consider joining our safe, Physicians Anonymous peer-support groups.