Capacities and Racial and Gender Equity in the Federal Public Administration: the case of IFSul

Abstract

This article analyzes the institutional limits to the implementation of equity policies in the Federal Public Administration through the case of the Instituto Federal Sul-rio-grandense (IFSul). Drawing on studies of race, gender, representative bureaucracy, and institutional capacities, it investigates the extent to which organizational structures and bureaucratic practices shape the effectiveness of diversity-oriented policies within IFSul’s institutional management. Methodologically, the study relies on documentary analysis and institutional data on the racial and gender composition of IFSul’s workforce and leadership positions, collected in 2025. The findings reveal a mismatch between the institution’s inclusive mission and the actual distribution of power, given the persistence of racial and gender asymmetries in leadership and managerial positions. Based on these findings, the article argues that formal recruitment mechanisms alone have not been sufficient to ensure greater equity in career advancement. It concludes that the effectiveness of equity policies depends not only on normative access mechanisms but also on institutional capacities capable of fostering diversity in leadership spaces, highlighting the need for governance strategies aimed at reducing persistent inequalities within the federal bureaucracy.