Background <p>The transformation of the healthcare system requires fundamental rethinking of medical leadership. Despite rising numbers of female physicians in both education and practice, their presence in leadership roles remains significantly underrepresented.</p> Objectives <p>This article examines this structural discrepancy from the perspective of the German Medical Women’s Association (DÄB). It argues that gender equality is not merely a&#xa0;question of fairness, but a&#xa0;decisive factor for the quality, innovation, and sustainability of medical care.</p> Methods <p>Analysis of current literature.</p> Results <p>Diverse leadership teams make more informed decisions, act with greater resilience, and demonstrably contribute to improved outcomes. Traditional role models, nontransparent selection processes, and inadequate structural conditions often prevent female physicians from gaining equal access to leadership positions.</p> Conclusion <p>Innovative leadership and working models, such as top-level sharing, tandem structures, and part-time leadership, enhance both work–life balance and the attractiveness of medical careers. Mentoring, transparent career development, and the early promotion of leadership skills also contribute. Participation of patients, interprofessionalism, and digital skills are becoming increasingly important. The DÄB sees these developments as an opportunity to redefine leadership—as cooperative, diverse, and forward-looking. This requires structural reforms that systematically support female physicians and involve them in key decision-making processes.</p>