The process of making the public sector more representable of the population does not include

The process of making the public sector more representative of the population typically involves measures such as promoting diversity in hiring, implementing affirmative action policies, providing equal opportunity training, and engaging in outreach initiatives to underrepresented groups. However, it does **not include**: 1. **Discrimination**: Implementing practices that favor one group over another purely based on characteristics such as race, gender, or ethnicity without consideration of qualifications is not a method of representation. 2. **Tokenism**: Hiring individuals solely to meet diversity quotas without valuing their contributions or backgrounds undermines the goal of true representation. 3. **Neglecting Qualifications**: Prioritizing representativeness at the expense of qualifications or competence can lead to misunderstandings about the value of diversity in the workforce. 4. **Ignoring Structural Barriers**: Failing to address systemic issues such as socioeconomic barriers, educational disparities, or lack of access to resources that prevent equal participation in public sector jobs. 5. **Short-term Fixes**: Implementing superficial changes without a long-term strategy for diversity, inclusion, and equity doesn’t contribute to lasting representativeness. The goal is to create an inclusive environment where all individuals, regardless of their background, have equitable access to opportunities based on their abilities and qualifications.