[Racial discrimination against employees in German rehabilitation centres: A survey of managers, quality managers and...

Racial discrimination directed at employees can significantly affect their well-being, job satisfaction, and professional development. In the German healthcare system, there is a lack of systematic research on the experiences of staff members who are affected by racism, particularly in rehabilitation facilities, where collaboration among staff and patients poses social challenges. This study aims to examine the extent and nature of such experiences and to assess existing complaint and prevention structures.

Between October and November 2024, 1,322 inpatient rehabilitation facilities were invited to participate in an online survey, to which 144 facilities responded. The survey addressed managers as well as quality and complaints officers. It assessed the frequency and context of racial discrimination by supervisors, colleagues, patients, or relatives, as well as existing institutional measures for prevention and intervention. Data were analyzed descriptively.

Around one tenth of the reported complaints were related to racial discrimination. Most frequently, incidents were reported involving patients or their relatives; less commonly, incidents among colleagues were described. In 86.1% of the facilities, racist complaints were investigated immediately. 76.4% of the facilities provided support services for affected employees. Only a few of the surveyed institutions reported cooperating with external counseling services or legal advisors. Preventive measures varied in terms of their implementation: reporting systems for discrimination incidents were in place in 42.4% of the facilities, and regular trainings on cultural sensitivity were conducted in 35.4% of the facilities.

Racial discrimination against staff is a relevant issue in inpatient rehabilitation facilities. Institutional structures for complaint management and prevention are in place but are not yet comprehensively established. The findings indicate a potential need to further develop cooperations with external counselling services and to strengthen the sensitization of managerial staff. The study thus provides initial empirical evidence to inform the further development of institutional complaint and prevention structures.