Content and Objectives

Public administration in Germany is undergoing continuous processes of change. In addition to the introduction of new governance models, the privatisation of public tasks and the increasing Europeanisation of administrative action, demographic and social change now also demand far-reaching adaptation processes on the part of public employers. In this context, there is an intensive debate on how the public service - also in competition with the private sector - can attract a sufficient number of qualified applicants in the future. Intercultural opening and diversity management are becoming increasingly important as central elements of personnel policy in the administration. The representation of all population groups is a central prerequisite with regard to the perception of the diverse social interests as well as the identification and acceptance of the population with the state and its institutions. Even though German society is more than ever characterised by migration-related and cultural diversity, this has so far only been reflected to a limited extent within the staff of public administrations.

Empirical studies on cultural diversity in public administration and the effects of diversity management are still extremely rare in Germany. Among other things, the "Diversity and Equal Opportunity Survey 2019" makes an important contribution, as it provides comprehensive information on cultural diversity in the federal administration and its perception by employees for the first time. Building on this, a follow-up survey will be conducted in 2024 as part of the research project. On this basis, on the one hand, the status and development of diversity in the public service will be analysed using the federal administration as an example. On the other hand, the investigation of individual career paths, job satisfaction and individual experiences of discrimination are central research foci.