Promoting women in Lüneburg's police force: outcry and controversy!

Promoting women in Lüneburg's police force: outcry and controversy!

In the police station in Lüneburg, Uelzen and Lüchow-Dannenberg, an instruction to increase the proportion of women in leadership positions is causing a stir among officers. The measure has been particularly criticized in Uelzen. How Lüneburg currently reported, the administrative court has stopped the implementation of this practice for the time being. This sheds light on the challenges of promoting women within the police force and its impact on the department.

The Association of German Criminal Police Officers (BdK) has taken a vehement stance against the funding strategy and questioned the qualifications of the applicants. What is particularly criticized is that promotions are decided not only on the basis of performance, but also on gender and part-time work. A look at current promotion practices shows a clear trend: due to the higher number of part-time employees, predominantly women, the opportunities for male civil servants are severely limited.

The dilemma of promotions

Officials' concerns are not unfounded. There are reports that even women recognize the qualifications of their male colleagues in evaluation circles. This shows how deeply rooted the insecurity is in the workforce. Police Chief Thomas Ring, who has now moved to Braunschweig, is linked to this situation. His position and that of his predecessors, including Robert Kruse, raise questions about the transparency and fairness of the promotion process.

“It is risky to protest against this promotion practice,” says one insider. The frustration among civil servants over limited career opportunities is palpable. It is often perceived as absurd that some promotions are not based on experience or qualifications.

On the way to equality

This situation triggers a fundamental discussion about the promotion of women and the compatibility of family and work. The equal opportunities officers, who have played a central role since the Lower Saxony Equal Opportunities Act (NGG) came into force on January 1st, 2011, should act as contact persons for solutions. The NGG aims to achieve an equal status for women and men in public administration and to reduce underrepresentation. However, the circumstances in the police force raise questions as to whether the equal opportunities officers actually have the necessary independence to effectively implement the required measures.

The tasks of the equal opportunities officer are diverse. They promote and monitor the implementation of the NGG and the General Equal Treatment Act (AGG) and are also active in the creation of equality plans. But questions are increasingly being asked as to whether these mechanisms are sufficient to ensure real equality in practice.

In the midst of this discussion, the Higher Administrative Court could intervene more strongly in the police's promotion practices in the future. The issue of equality is not only a question of fairness, but also a central challenge for integrating diverse perspectives and experiences into police work.