The management of differences in public administration, especially its newest and most comprehensive form, diversity management, is a key tool for increasing the efficiency in public sector organizations, reducing dicrimination, increasing inclusion, bringing closer to all population groups and increasing trust in public administration, which has recently been very shaken. The private sector was the first to recognize the benefits that diversity management can bring to an organization, but in the public sector these benefits are only just being recognized and are slowly being given more and more attention. Diversity Charters, which are signed by each EU member separately and through which private and public law organizations publicly announce their commitment to diversity management, are of great importance in promoting diversity management. In Croatia, the Charter on Diversity was signed by the majority of organizations from the private sector, which tells us that the diversity management in Croatian is not very well developed and much more attention must be paid to it, primarily because the current special measures (priority in the employment of certain population groups and proportional representation of national minorities) bring poor results and do not achieve the set goals.