CAN ARTIFICIAL INTELLIGENCE BE USED FOR DIVERSITY MANAGEMENT IN PUBLIC ADMINISTRATION? APPLICATIONS AND CONSIDERATIONS

Artificial intelligence (AI) presents a promising solution to the longstanding issues of bias and injustice in public administration, particularly in areas such as recruitment, resource allocation, and policy implementation. Traditional processes rely on subjective human judgments that may consciously or unconsciously favor certain groups. Still, AI-driven assessments reduce bias and promote fairer outcomes by focusing on objective, job-related data. This can help public institutions create more diverse workforces that better represent their communities. Additionally, AI’s ability to analyze complex data can reveal inequalities in access to basic services such as healthcare and education, enabling more targeted and equitable policy interventions. However, to fully realize these benefits, AI systems must be carefully designed to avoid reinforcing existing biases. It is essential to implement robust ethical guidelines and governance frameworks to ensure that AI promotes fairness and inclusivity. The article examines the issue in detail through 13 application examples in this context. In this respect, descriptive analysis and observational methods were preferred from qualitative research techniques.