What enables men

Equality laws of the federal and state governments (excerpts)


Law on the equality of women and men in the federal administration and in the federal courts
Bavarian law on equality between women and men
Law on equality between women and men in the public service in the state of Brandenburg
Law on equality between women and men in the public service of the state of Bremen
Law on equality between women and men in the public service of the state of Mecklenburg-Western Pomerania
Law on equality between women and men for the state of North Rhine-Westphalia
State Equal Opportunities Act of Saarland
Saxony-Anhalt Women's Promotion Act (FrFG)
Law on equality for women in the public service in Schleswig-Holstein
Thuringian Equal Opportunities Act (ThürGleichG)

Law on the equality of women and men in the federal administration and in the federal courts

(Federal Equal Opportunities Act - BGleiG)
of November 30, 2001 (Federal Law Gazette I p. 3234), amended by Article 3, Paragraph 11 of the Act of August 14, 2006 (Federal Law Gazette I, p. 1897)

§ 7 job interviews

(1) When filling jobs in areas in which women are underrepresented, at least as many women as men who have the qualifications specified in the advertisement are to be invited to interviews or special selection procedures, provided that there are sufficient applications from women.

(2) In job interviews or interviews, questions about marital status, an existing or planned pregnancy as well as ensuring that children, disabled relatives or relatives in need of care are taken care of are not permitted in addition to the job.

(3) Selection committees should be made up of women and men in equal parts. If this is not possible for valid reasons, the reasons must be put on record.

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Bavarian law on equality between women and men

(Bavarian Equal Opportunities Act - BayGlG)
From May 24, 1996 (GVBl. P. 186, BayRS 2039-1-A)
Last amended by the law of 23 May 2006 (GVBl. P. 292)

Art. 8 Hiring and career advancement

(1) While maintaining the priority of suitability, qualifications and professional performance, the provisions of service or collective bargaining law and other legal requirements, the agency has the proportion of women in the areas in which they are in significantly lower numbers in accordance with the personnel planning in accordance with the equality concept are busy as men,
1. when filling civil servant, judge, salaried and worker positions, also with supervisor and managerial positions as well as positions for vocational training,
2. in the promotion and transfer of jobs that are to be rated higher, also with supervisor and managerial functions
to increase.

(2) When filling civil servant, judge, white-collar and blue-collar positions, positions for vocational training as well as the promotion and transfer of higher-rated jobs, including those with superiors and managerial functions, social experience and skills from the care of Children or people in need of care and from voluntary work to be taken into account.

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Law on equality between women and men in the public service in the state of Brandenburg

(State Equal Opportunities Act - LGG)
From July 4, 1994 (GVBl. I p. 254)
Last amended by Article 2 of the Act of November 30, 2007 (GVBl. I p. 193)

§ 9 Hiring and career advancement

(1) When hiring, promoting, upgrading and transferring higher-valued posts and jobs, to the detriment of those affected, the following may not be taken into account:
1. the marital status,
2. the time burden caused by parenthood, caring for relatives in need of care or the intention to make use of the option of reducing working hours,
3. the partner's income situation,
4. The interruption of gainful employment, the reduction of working hours or the delay in the completion of individual training courses due to the care of children or relatives in need of care.

(2) Experience and skills acquired through family and social work are to be taken into account in the qualification if they are useful for the intended activities.

(3) Questions about the existence of a pregnancy, about family planning or about how the care of children or relatives in need of care can be guaranteed in addition to work are inadmissible.

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Law on equality between women and men in the public service of the state of Bremen

(State Equal Opportunities Act)
From November 20, 1990 (Brem.GBl. P. 433)
Last amended by Article 3 of the law of April 8, 2003 (Brem.GBl. P. 151)

§ 4 Hiring, transferring a post and promotion

(1) When recruiting, including the establishment of a civil servant and judge's relationship, which is not for the purpose of training, women with the same qualifications as their male competitors are to be given priority in the areas in which they are underrepresented, unless in the The reasons underlying a competitor prevail.

(2) When transferring a job in a higher wage, remuneration and salary group, women with the same qualifications as their male competitors are to be given priority if they are underrepresented, unless the person of a competitor predominates. This also applies to the transfer of a different post and promotion.

(3) Without prejudice to employment law regulations, employees may not suffer any disadvantages from a leave of absence, reduction in working hours or part-time employment when applying for another position.

(4) The qualification is to be measured exclusively against the requirements of the profession, the position to be filled or the career path. Specific experiences and skills, e.g. acquired through family work, social engagement or voluntary work, are part of the qualification within the meaning of paragraphs 1 and 2, if they are useful in the exercise of the respective activity.

(5) There is underrepresentation if at least half of the women are not represented in the individual wage, remuneration and salary groups of the respective personnel group of a department. This also applies to the functional levels provided for in the business allocation plan.

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Law on equality between women and men in the public service of the state of Mecklenburg-Western Pomerania

(Equal Opportunities Act - GlG M-V)
In the version of the announcement of July 27, 1998 (GVOBl. M-V p. 697; GS Meckl.-Vorp. Gl. No. 203 - 1)
Last amended by the law of July 10, 2006 (GVOBl. M-V p. 550)

§ 5 Training, recruitment and promotions

(1) In areas in which women are underrepresented, at least half of the training positions are to be allocated to women in every facility according to § 1 for each training course and allocation round with equivalent qualifications (suitability, qualifications and professional performance), unless one is in the person of one Competitor's reasons outweigh. If there are not enough applications from women to fill apprenticeships, the announcement should be repeated if the equal opportunities officer requests a justified request. If there are not enough applications from women after a new advertisement, the apprenticeship positions will be allocated according to the application situation.

(2) If the department takes on applicants after completing their training, women who are being trained in an occupation in which women are underrepresented, with the same qualifications (suitability, ability and professional performance), are to be given priority in an employment relationship in the profession they have learned, provided Reasons not related to the person of a competitor predominate.

(3) If women are underrepresented in an employment group, women who have the same qualifications (suitability, qualifications and professional performance) as male competitors to fill the position are preferred to be hired and promoted, unless there are reasons related to the person of a competitor predominate until the proportion of women in the respective employment group is at least 50 percent. Sentence 1 applies accordingly to the transfer of higher-quality activities and to the award of scholarships and other measures that contribute to the advancement and development of scientists.

(4) The qualification is to be measured exclusively against the requirements of the employment group. Specific experience and skills acquired outside of professional activity are part of the qualification if they are useful in the exercise of the respective activity.

(5) Regardless of social criteria, the right of the sexes to equality in working life must be taken into account in the selection decision.

(6) Questions about the existence of a pregnancy are only permissible if the selection decision is only made between women and if there is a special professional relationship. Questions about family planning or how care can be provided for children or dependent relatives during work, and other discriminatory questions are not permitted.

(7) In employment groups in which women are underrepresented, at least as many women as men or all female applicants are invited to an interview if they meet the requirements for the job to be offered.

(8) Part-time work must not impair professional advancement. In particular, part-time employment must not have a negative impact on the professional assessment. A delay in the professional career resulting from the leave of absence to care for children and those in need of care must not have a negative effect on promotion or in a higher grouping.

(9) As long as a women's advancement plan has not been drawn up, in areas in which women are underrepresented, recruitment and promotion of men in agreement with the equal opportunities officer may only be undertaken in particularly well-founded exceptional cases.

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Law on equality between women and men for the state of North Rhine-Westphalia

(State Equal Opportunities Act - LGG)
From November 9, 1999 (GV.NRW. P. 590)
Last amended by Article 3 of the law of October 30, 2007 (GV.NRW. P. 443)

§ 10 selection criteria

(1) For the assessment of suitability, qualifications and professional performance, only the requirements of the job to be filled or the position to be awarded are decisive. When assessing qualifications, experience and skills from caring for children and those in need of care should be included, insofar as these are relevant to the task to be transferred.

(2) Previous part-time employment, interruptions in employment and delays in completing the training due to the care of children or relatives in need of care may not be taken into disadvantageous consideration. The service regulations remain unaffected. Marital status, income levels of the partner and the number of dependents may not be taken into account.

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State Equal Opportunities Act of Saarland

Dated April 24, 1996 (Official Journal p. 623)
Last amended by Article 5, Paragraph 26 of the Act of November 21, 2007 (Official Gazette, p. 2393)

§ 12 Selection Decisions

(1) In order to guarantee the equality of women and men in recruitment and promotions, as well as the fulfillment of the women's advancement plans, suitability, qualifications and professional performance are to be assessed according to the requirements of the position to be filled or the position to be awarded.

(2) Only the requirement profile of the position to be filled or the position to be filled is decisive for the assessment of suitability. This also applies to the allocation of apprenticeship positions, unless it is about state training, which is a prerequisite for exercising a profession outside of the public service.

(3) When assessing qualifications, skills and experience that have been acquired through taking on family responsibilities must be taken into account, insofar as they are important for the suitability, performance and qualifications of the applicants.

(4) Seniority, age and the time of the last promotion may only be taken into account as qualification criteria insofar as they are of independent significance for suitability, performance and qualifications.

(5) If the targets of the women's advancement plan are not met for three years, any further hiring or promotion of a man in an area in which women are underrepresented requires the approval of the body that put the women's advancement plan into effect, until they are met, In the area of ​​application of the women's advancement plans drawn up by the ministries and the state chancellery, the approval of the state government; in the area of ​​application of the municipalities and municipal associations, the approval of the municipal council, district council or the regional assembly; who exercises legal supervision.

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Saxony-Anhalt Women's Promotion Act (FrFG)

In the version dated May 27, 1997 (GVBl. LSA p. 516)
Last amended by Article 3 of the law of December 19, 2005 (GVBl. LSA p. 740)

§ 4 Staffing

(1) Applicants who, according to the application documents, have the qualifications required in the job advertisement, including the required professional experience, are generally to be invited to an interview.

(2) If the recruiting authority determines that an applicant and an applicant are equally qualified for the job to be performed in terms of suitability, ability and professional performance, the applicant shall be recruited if the proportion of women in the function, in the remuneration or salary group is lower than that of men. This does not apply if there are reasons inherent in the person of a competitor that prevail, even taking into account the obligation to promote actual equality between women and men.

(3) Nobody may be excluded from filling a position because of an existing or desired pregnancy.

(4) For the assessment of suitability, performance and qualifications, skills and experience from family or social work must be taken into account, insofar as they are important for the tasks to be transferred. This also applies if family work was done in addition to gainful employment. Social and family-related downtime must not have a detrimental effect.

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Law on equality for women in the public service in Schleswig-Holstein

(Equal Opportunities Act - GstG)
From December 13, 1994 (GVOBl. Schl.-H. S. 562)
Last amended by Article 5 of the law of February 28, 2007 (GVOBl. Schl.-H. S. 184)

§ 8 principles of selection

(1) The qualification is to be measured exclusively in terms of suitability, qualifications and professional performance characteristics that correspond to the requirements of the career or occupation or, in the case of a personnel development concept, the desired position.

(2) For the assessment of suitability, experience and skills from caring for children or people in need of care are to be included, insofar as these qualifications are relevant to the tasks to be transferred.

(3) When determining suitability, qualifications and professional performance, seniority or age may only be taken into account if this has expanded professional knowledge. In addition, seniority or age can be taken into account, provided that Sections 3 to 6 do not conflict with this.

(4) The marital status must not be taken into account to a disadvantage.

(5) Pregnancy and the possibility of pregnancy must not be taken into account to the detriment of a woman.

(6) Paragraphs 1 to 5 apply accordingly to training positions

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Thuringian Equal Opportunities Act (ThürGleichG)

From November 3, 1998 (GVBl. P. 309)
Amended by Article 3 of the Act of October 24, 2001 (GVBl. P. 265)

§ 7 Hiring, career advancement, qualification

(1) If women are employed in fewer numbers than men in individual areas, the agency has to comply with the objectives of the women’s advancement plan and corresponding personnel planning, taking into account the priority of suitability, qualifications and professional performance
1. when filling civil servant, judge, white-collar and blue-collar positions, including those with superiors and management tasks, as well as positions for vocational training and
2.to increase their share in the promotion, higher grouping, transfer of higher rated posts and jobs, also in functions with supervisor and managerial tasks.

(2) Employment downtime of women and men due to childcare or home care must not have a negative effect on the assessment of suitability.

(3) For the assessment of suitability, experience and skills also from voluntary work in the social area and the care of children or people in need of care are to be included, insofar as these experiences and skills are relevant to the tasks to be transferred.

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