Chancengleichheit in der öffentlichen Verwaltung: Herausforderungen anonymisierter Bewerbungsverfahren aus der Perspektive des Change Managements

This paper deals with the challenges of implementing anonymized application procedures in public administration, particularly with regard to promoting diversity and equal opportunities in personnel selection. Based on interviews with experts, key barriers and challenges are identified that occur at both an individual and procedural level. The main challenges include the lack of necessary resources, the consideration of legal requirements and the digitalization backlog, which can stand in the way of successful implementation. In addition, individual resistance from employees can also have a lasting impact on the implementation process. These barriers are examined in detail in the context of established change management models according to Kotter and Lewin as well as the "psychology of change". The work develops a sustainable concept for the successful introduction of anonymized application procedures, which includes the phases of initiation, planning and preparation, implementation and continuous evaluation. The concept aims to increase the acceptance, efficiency and effectiveness of anonymized procedures through targeted measures and thus actively contribute to the promotion of diversity and equal opportunities in public administration.