GENDER EQUALITY AND CAREER ADVANCEMENT IN THE PUBLIC ADMINISTRATION SYSTEM: THEORETICAL AND PRACTICAL APPROACHES TO DEVELOPING WOMEN’S LEADERSHIP

Abstract

In the current era of globalization and against the backdrop of institutional modernization in public administration, the full and effective mobilization of human capital has become a decisive factor for increasing governance performance, achieving sustainable development goals, and maintaining social and political stability. In this context, women, as a large socio-demographic group, should be regarded not only as participants in the labor market, but also as a strategically important resource that strengthens managerial and leadership capacity. Nevertheless, in many countries women’s participation at decision-making levels remains below expectations: the low representation of women in leadership positions is largely explained by institutional constraints, persistent stereotypes, and unequal opportunities. As a result, inclusiveness in public administration may weaken, ensuring social justice may become more challenging, and the quality and legitimacy of governance decisions may be adversely affected.This article analyzes global trends for 2025–2026 based on data published by UN Women and the Inter-Parliamentary Union (IPU). At the same time, using Uzbekistan as a case study, the article provides a systematic review of the legal and regulatory framework and the institutional mechanisms currently in place to strengthen gender equality in the civil service.Based on the research findings, the study proposes a methodological integration of key human resource management components within the “neighborhood–district–region–republic” administrative vertical. In particular, it recommends reinforcing a competency-based approach to selection and promotion, improving workforce forecasting and planning, and establishing an integrated system of monitoring and evaluation to manage results in a coherent and continuous manner.