This research was conducted with the aim of developing indexes for diagnosis of balanced personnel levels in Korean Public Offices through Analytic Hierachy Process (AHP). The research found that 62.3% of ‘structural improvement’ and 37.7% of ‘inclusive organizational culture’ were weighted in large classification items. In the middle classification items, it was found weights of 27.5% for ‘gender equality’, 23.5% for ‘disabled’, 16.2% for ‘science and engineering’, 17.7% for ‘regional talent’, and 15.2% for ‘social integrated type’. In the small classification items, 9.4% of ‘employment rate of social integrated talent’, 5.3% of ‘the percentage of grade 7 and 9 selection of regional talent’ and 5% of ‘the percentage of women at the head of a department level’ were shown as important evaluation indicators. In addition, the ‘inclusive organizational culture’ was derived by allocating weights of 9.45% each for four areas: fairness, disclosure, cooperation and support. As above, this research constructs items of the balanced personnel index through prior research and designs detailed indexes. However, it is meaningful that surveys and others have confirmed the usefulness of the balanced personnel index, which will contribute to the achievement of balanced personnel objectives in public offices.

An, S. M. (2016). An analysis of the effects of diversity management on organizational performance. Korean Public Personnel Administration Review, 15(3), 233–268.

Bae, K, H., & Cha, J. K. (2006). Analysis of the policy effectiveness of the employment target system for female public officials. Korean Journal of Policy Analysis and Evaluation, 18(1), 233–262.

Bae, K, H., & Lim, S. H. (2010). Detoxifying the black box of active representation: social organistic perspectives and the use of case study methodologies, Korean Society and Public Administration, 20(4), 63–92.

Baekgaard, M., & George, B. (2018). Equal Access to the Top? Representative Bureaucracy and Politicians’ Recruitment Preferences for Top Administrative Staff. Journal of Public Administration Research and Theory, 28(4), 535–550. https://doi.org/10.1093/jopart/muy038

Bodin, L., & Gass, S. I. (2003). On teaching the analytic hierarchy process. Computers & Operations Research, 30(10), 1487–1497. https://doi.org/10.1016/s0305-0548(02)00188-0

Bogaert, S., & Vloeberghs, D. (2005). Differentiated and Individualized Personnel Management. European Management Journal, 23(4), 483–493. https://doi.org/10.1016/j.emj.2005.06.001

Carrell, M. R., & Mann, E. E. (1995). Defining Workforce Diversity in Public Sector Organizations. Public Personnel Management, 24(1), 99–111. https://doi.org/10.1177/009102609502400108

Cho, K. (2014). Why do I study law? Seoul; Dasanbooks.

Choi, S., & Rainey, H.G. (2010). Managing diversity in US federal agencies: effects of diversity and diversity management on employee perceptions of organizational performance. Public Administration Review, 70(1), 70(1), 109–121. Portico. https://doi.org/10.1111/j.1540-6210.2009.02115.x

Cox, T. H., & Blake, S. (1991). Managing cultural diversity: implications for organizational competitiveness. Academy of Management Perspectives, 5(3), 45–56. https://doi.org/10.5465/ame.1991.4274465

Dolan, J. & Rosenbloom, D. H. (2003). Preface and theoretical underpinnings: why does the social background of public administrations matter? Representative Bureaucracy: Classic Readings and Continuing Controversies. Armonk: M. E. Sharpe.

Erin, K. & Frank, D. (1998). How affirmative action became diversity management employer response to antidiscrimination law 1961 to 1996. American Behavioral Scientist, 41(7), 960–984. https://doi.org/10.1177/0002764298041007008

Fernandez, J. P. (1999). Race, gender and rhetoric. New York: McGraw-Hill.

Gilbert, D. G., Crauthers, D. M., Mooney, D. K., McClernon, F. J., & Jensen, R. A. (1999). Effects of monetary contingencies on smoking relapse: Influences of trait depression, personality, and habitual nicotine intake. Experimental and Clinical Psychopharmacology, 7(2), 174–181. https://doi.org/10.1037/1064-1297.7.2.174

Hur, Y. (2013). Racial diversity, is it a blessing to an organization? Examining its organizational consequences in municipal police departments. International Review of Administrative Sciences, 79(1), 149–164. https://doi.org/10.1177/0020852312467613

Kim, H. (2002). A Study on minority representation in the american bureaucracy: the achievement level of representative bureaucracy through affirmative action. Korean Political Science Review, 36(2), 245–268.

Kim, J. H., & Lee, S. Y. (2017). The relationship between workforce diversity and performance in korean public enterprises, Korean Public Administration Review. 51(4), 121–147. https://doi.org/10.18333/kpar.51.4.121

Kim, S. H. (2012). Exploring active representation of female civil servants. Korean Journal of Public Administration, 50(1), 91–116.

Kingsley, J. D. (1944). Representative bureaucracy: An interpretation of the British civil service. Yellow Springs, OH: The Antioch Press.

Kossek, E. E., Lobel, S. A., & Brown, J. (2006). Human Resource Strategies to Manage Workforce Diversity: Examining ‘The Business Case.’ Handbook of Workplace Diversity, 54–75. https://doi.org/10.4135/9781848608092.n3

Ma, J.(2010). Diversity management and its organizational outcomes: where strategic human resources management fits in. Doctoral dissertation. Rutgers University-Graduate School, Newark, NJ, USA, unpublished.

Meier, K. J. (1993). Latinos and representative bureaucracy testing the thompson and henderson hypotheses. Journal of Public Administration Research and Theory, 3(4), 393–414.

Meier, K. J., Wrinkle, R. D., & Polinard, J. L. (1999). Representative Bureaucracy and Distributional Equity: Addressing the Hard Question. The Journal of Politics, 61(4), 1025–1039. https://doi.org/10.2307/2647552

Mosher, F. C. (1982). Democracy and the public service. New York: Oxford University Press.

Mukherjee, R. & Ladipo A. (2005). Implementing Affirmative Action in Public Service: Comparative Administrative Practice. World Bank, Mimeo.

Naibitt, J., & Auburdene, P. (1990). Megatrends 2000. New York: Avon Books.

Nekooie, M. A. (2021). The role of concurrent engineering in resilient critical infrastructures during disasters. Journal of Infrastructure, Policy and Development, 5(2), 1290. https://doi.org/10.24294/jipd.v5i2.1290

Nkomo, S. M., & Cox, T. (1990). Factors Affecting the Upward Mobility of Black Managers in Private Sector Organizations. The Review of Black Political Economy, 18(3), 39–57. https://doi.org/10.1007/bf02717874

Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2010). Human resource management: gaining a competitive advantage, 7th Ed. Boston. MA: Irwin McGraw-Hill.

Oh, S. H. (2013). Public personnel administration. Seoul; Parkyoungbook.

Oh, S. H. (2016). Public personnel administration. Seoul; Parkyoungbook.

Palmer, J. M. (1989). Diversity: Three paradigms for change leaders. O.D. Practitioner, The Journal of the O.D. Network. Penguin Books.

Park, C. O., & Han, S. J. (2017). An empirical study on the performance of the open position system in the Korean government, Korean. Public Personnel Administration Review, 16(3), 1–30.

Park, C. O., Kwon, K. D., Kwon, Y. S., Cho, K. H., Cho, S. H., & Choi, S. J. (2016). Public personnel administration. Seoul; Bobmunsa.

Park, H. Y. (2010). Affirmative action, India representative bureaucracy policy tools. Korean Public Management Review, 24(3), 31–61.

Park, S. H., & Kim, B. S. (2006). An analysis of the effects of affirmative action on the representative bureaucracy in Korea. Korean Public Administration Review, 40(4), 179–203.

Pitt, D. W. (2009). Diversity Management, Job Satisfaction, and Performance: Evidence from U.S. Federal Agencies. Public Administration Review, 69(2), 328–338. Portico. https://doi.org/10.1111/j.1540-6210.2008.01977.x

Pitts, D. W. (2006). Modeling the Impact of Diversity Management. Review of Public Personnel Administration, 26(3), 245–268. https://doi.org/10.1177/0734371x05278491

Riccucci, N. M. (2002). Managing diversity in public sector workforces. Westview Press.

Riccucci, N. M., & Saidel, J. R. (1997). The Representativeness of State-Level Bureaucratic Leaders: A Missing Piece of the Representative Bureaucracy Puzzle. Public Administration Review, 57(5), 423. https://doi.org/10.2307/3109988

Rosenbloom, D. H. (1973). A Note on Interminority Group Competition for Federal Positions. Public Personnel Management, 2(1), 43–48. https://doi.org/10.1177/009102607300200108

Saaty, T. L. (1977). A scaling method for priorities in hierarchical structures. Journal of Mathematical Psychology, 15(3), 234–281. https://doi.org/10.1016/0022-2496(77)90033-5

Sandel, M. J. (2009). Justice: What’s the right thing to do? (Lee, C. S. Trans.). Macmillan.

Selden, S. C. (1997). The Promise of representative bureaucracy: diversity and responsiveness in a government agency. Armonk: M. E. Sharpe.

Siraj, M. T., Debnath, B., Payel, S. B., Bari, A. B. M. M., & Islam, A. R. M. T. (2023). Analysis of the fire risks and mitigation approaches in the apparel manufacturing industry: Implications toward operational safety and sustainability. Heliyon, 9(9), e20312. https://doi.org/10.1016/j.heliyon.2023.e20312

Thomas, R. R. (1991). Beyond race and gender: Unleashing the power of your total workforce by managing diversity. New York: Amacom.

Thomas, R.R.Jr. (1990). From affirmative action to affirming diversity. Harvard Business Review, 68, 107–117.

UZAN, Ş. B. (2020). Analysis of Supplier Selection Process with Multi Criteria Decision Making Techniques; Example of an Airline Company. Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 34(2), 315–334.

Van Poelje, S. J., & Van Silfhout, R. K. (1997). Target group management in labor organizations. Personnel management course, Part 2b (Dutch). Personeelsmanagement als organisatorisch vraagstuk., 419–449.

Wang, T. K. (2018). The Impact of representative bureaucracy on organizational performance: focusing on recruitment policies in governmental agencies. Korean Public Personnel Administration Review, 17(1), 167–193.

Yilmaz, F., Alp, S., Oz, B., & Alkoc, A. (2020). Analysis of the Risks arising from Fire Installations in Workplaces using the Ranking Method. Engineering, Technology & Applied Science Research, 10(4), 5914–5920. https://doi.org/10.48084/etasr.3646

Yun, C. G., & Moo, M. J. (2009). A study on the shift from passive representation to active representation: a focus on critical mass and the effect of discretion on active representation, Korean Journal of Public Administration, 47(3), 25–50.