This article analyzes the regulatory and legal frameworks regulating gender equality and personnel policy in Uzbekistan. The study comprehensively studied international standards, national legislation, civil service reforms, gender-legal expertise, gender audit, personnel reserve and issues of ensuring equal opportunities in leadership positions, and revealed the practical importance of gender equality in public administration and personnel policy based on the Laws of the Republic of Uzbekistan No. О'РГ-562, No. О'РГ-561, No. О'РГ-788, the Strategy for Achieving Gender Equality by 2030, the Decree of the President of the Republic of Uzbekistan No. PF-95 dated June 19, 2025, and the World Bank's reports "Women, Business and the Law 2024" and "Uzbekistan Country Gender Assessment". It also analyzed the views of John Rawls, Max Weber, Amartya Sen, Martha Nussbaum, Anne Phillips and Sylvia Walby, the experience of Sweden, France, Germany and Canada. As a result, gender equality is not only at the level of legal guarantees, but also in the areas of open competition, meritocracy, effectiveness, a reserve of leadership personnel, safe The need to develop it as a management mechanism related to the working environment and institutional monitoring was justified.

This article provides a systematic analysis of the organizational and legal foundations of personnel selection for the public civil service in the Republic of Uzbekistan, as well as the ongoing reforms in this area. Based on official statistical data, the dynamics of recruitment processes for the public civil service are presented. The article also puts forward a set of proposals and recommendations aimed at ensuring the effective organization of public service, the introduction of modern mechanisms for personnel selection, and enhancing the efficiency of the sector.