Federal Equal Treatment Commission Identifies Age Discrimination in DSN Recruitment

The Federal Equal Treatment Commission has determined that discriminatory practices occurred during a recruitment process at the Directorate for State Protection and Intelligence Service (DSN). The findings, now publicly accessible in the Federal Legal Information System, concern the appointment of a candidate to the position of Senior Specialist within the organization.

According to the commission's assessment, a male applicant with a legal background and extensive experience within the Ministry of the Interior and state security applied for the advertised post. Despite his long tenure, including years of service at the predecessor agency, BVT, the position was ultimately awarded to a younger female colleague. She had worked as a police officer and had also gained experience in state security roles.

The male applicant contested the outcome, arguing that his qualifications and substantial experience were not sufficiently considered during the selection process. He pointed to his extended service record, both in the former BVT and within the ministry, as evidence of his suitability for the role. The Ministry of the Interior rejected these allegations, maintaining that the selection process was objective and transparent. The ministry stated that the chosen candidate had demonstrated superior performance in psychological assessments and professional interviews, as well as possessing better English language skills and more specialized expertise related to intelligence work. Additionally, the female candidate was said to have completed more relevant training and accumulated experience directly related to the advertised position.

However, the commission's review raised concerns about the diligence of the personnel decision. It found that the ministry had not thoroughly verified the female candidate's career history. Discrepancies were identified in her curriculum vitae and official records, particularly regarding the timeline of her employment at BVT and DSN. The commission questioned how the evaluation panel could reconcile these inconsistencies without further clarification or inquiry.

The assessment also highlighted that while some of the male applicant's responses during the professional interview were deemed unsatisfactory, this interview represented only one component of the overall selection process. The commission noted that it was not demonstrated that the applicant's lengthy professional background was adequately taken into account. Based on these findings, the commission concluded that the appointment constituted age-based discrimination against the male candidate.

In response, the Ministry of the Interior disagreed with the commission's conclusions, asserting that the recruitment decision aligned with DSN's recommendation and was based on a coherent and justified evaluation process.

This case highlights ongoing challenges in ensuring fairness and transparency within public sector recruitment, particularly regarding the assessment and recognition of professional experience and the prevention of discrimination on the basis of age.