The intercultural opening of the administration is a process which aims at an equal and unhindered access of people, whether with or without migration. Many administrations talk about the importance of diverse administrations.
However, access to public service training is still difficult for people with a migrant background than for those without. Measures such as anonymous application procedures result in applicants having to hide their migration background in order to get a chance to present themselves.
According to the Ministry for Children, Family, Refugees and Integration, almost every fourth person in North Rhine-Westphalia has a migration background.
The proportion of people with a migration background working in the district and city administrations does not usually correspond to their share of total population in the area or the respective district. There are more reasons for a stronger representation of migrants in the public services through improved customer orientation and access to its customer groups due to multilingualism.
How can people with a migration background be attracted to work in the public administration?
An intercultural orientation of the public administration should be mandatory for all public administrations. The intercultural training of personnel managers and the implementation of need’s analysis in order to recruit qualified personnel or trainees would be a first step. In order to recruit qualified personnel with a migration background, it is very important to advertise job applications in a gender- and culture-neutral manner. The intercultural competence of multilingualism should be included in job profiles and given greater weight.
The appreciation of diversity among applicants from a migration background should be clearly visible in the calls for proposals. In order to be truly interculturally open, all employees and trainees should be trained. The introduction of subjects such as intercultural competences should be compulsory for all trainees. To make the importance of intercultural competences clear, it should be an important criterion in the public administrations to create the basic operational advancement. Mentoring in the training of people with a migration background in the administration would ensure the promotion of intercultural competences. In order to promote the qualification of people with a migration background, additional offers have to be created.
Most of the time the subject is not always discussed with facts but with fears and prejudices. This makes it all the more important to deal constructively with the issue of migrants in the public sector.
The recruitment of people with a migration background should be a matter of course and not a figurehead of a public administration.