Dari Kebijakan Afirmatif menuju Birokrasi Inklusif: Analisis Manajemen Diversitas ASN Disabilitas di Indonesia
DOI:
https://doi.org/10.58344/locus.v5i6.5904Keywords:
ASN disabilitas, diversity management, inclusive HRM, DEIA, birokrasi inklusifAbstract
Penelitian ini menganalisis inklusivitas ASN penyandang disabilitas dalam sistem manajemen SDM sektor publik di Indonesia. Meskipun pemerintah telah menerapkan berbagai kebijakan afirmatif, implementasinya masih menghadapi kesenjangan antara komitmen normatif dan praktik birokrasi. Tujuan penelitian ini adalah untuk menganalisis bagaimana sistem manajemen ASN mengelola isu disabilitas dalam kerangka manajemen diversitas sektor publik, dengan menyoroti kesenjangan antara kebijakan dan implementasi di lapangan, serta mengkaji dampaknya terhadap kinerja individu dan organisasi. Penelitian ini menggunakan pendekatan kualitatif melalui studi literatur kritis dengan menganalisis berbagai regulasi, literatur ilmiah, dan dokumen kebijakan terkait manajemen diversitas sektor publik. Analisis menggunakan perspektif Public Sector Diversity Management, Inclusive Human Resource Management (IHRM), dan Diversity, Equity, Inclusion, and Accessibility (DEIA). Hasil analisis menunjukkan bahwa birokrasi Indonesia masih berada pada tahap access-oriented, di mana inklusivitas lebih berfokus pada pembukaan akses administratif dibandingkan dengan transformasi sistem organisasi secara menyeluruh. Permasalahan utama meliputi lemahnya tata kelola data, keterbatasan pengembangan karier, eksklusi digital, dan budaya organisasi yang belum inklusif. Oleh karena itu, diperlukan reformasi sistemik berbasis inclusive HR system, aksesibilitas digital, dan penguatan budaya organisasi guna mewujudkan birokrasi yang lebih adil, adaptif, dan responsif.
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