To better understand how museum professionals in Germany experience their work, ICOM Germany, in cooperation with destinet change, surveyed over 1,500 employees. While rooted in the German context, the findings resonate internationally. The results, presented in May 2024 at the 18th International Bodensee Symposium, underscore a need for action: while passion for the profession remains strong, dissatisfaction with working conditions is widespread. 40% are considering new career opportunities, and two-thirds of them are thinking about leaving the museum sector entirely.
Key insights include:
- Dissatisfaction and high mobility
Despite strong professional engagement, job dissatisfaction is widespread. Younger employees, especially from Generation Z, show a particularly high willingness to change jobs or leave the field, underscoring the importance of developing attractive and sustainable work cultures. - Gender disparity in leadership
Although women make up nearly three-quarters of the museum workforce, they remain underrepresented in leadership roles. Interestingly, female leaders consistently receive higher ratings from colleagues than male leaders, highlighting the need for more equitable career opportunities. - Leadership and workplace culture
Respondents reject rigid hierarchies and call for more participation in decision-making, recognition, and opportunities for professional development. Meaningful work, appreciation, and balance often matter more to staff than salary alone. - Passion under pressure
While many professionals are motivated by conviction, stress is widespread. Without targeted measures to improve working conditions, this passion risks being eroded. - Expectations for future employment
Job postings that clearly state salary, describe workplace culture, and signal opportunities for direct communication with leadership are most attractive to applicants. Flexibility, remote and hybrid models are increasingly important, particularly for younger and female staff.
Based on insights from the study, ICOM Germany presents the following recommendations:
- Address individual needs more effectively
Museums should adopt flexible work models and structures that reflect the diverse needs of their staff. But flexibility alone is not enough: employees also need adequate resources to do their jobs – including financial ones – in order to complete their tasks with professionalism. Without this, the work becomes more difficult and exhausting, which contributes to the sector’s high attrition rates. - Anchor gender equality as a strategic priority
Despite progress, gender equality remains a central challenge. Museums should implement targeted measures to dismantle structural barriers for women and other disadvantaged groups – both within institutions and in their societal role as advocates for diversity and inclusion. - Implement modern organisational structures
While traditional hierarchies are increasingly being questioned, many museums still adhere to classical administrative models. The study demonstrates that alternative organisational structures are not only feasible but also more effective – provided there is a willingness to embrace change and innovation. - Develop new competency profiles
The museum landscape is changing rapidly and requires new skills. To remain relevant, museums must increasingly focus on continuous professional development, prioritise interdisciplinary collaboration, and an open culture of learning from mistakes. However, in doing so, they should also recognise and capitalise on the existing skills and strengths of their staff. - Redefine and transform leadership
Modern leaders must be more than just decision-makers – they must offer orientation, create psychological security and promote transparent, open communication. A participative and trust-based management culture that breaks away from traditional hierarchical structures is essential for sustainable museum work. - Prioritise immediately actionable improvements
Not all necessary changes require substantial financial investment. “Soft” factors such as appreciation, team culture, and employee participation in decision-making have a significant impact on job satisfaction – and can often be improved with relatively little effort. Even small changes can have a major impact and create a work environment that fosters motivation and commitment.
Learn more in an article (in English) published by ICOM and access the study (in German).
