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This study aims to analyze the inclusive work relationship model of state civil servants to support the realization of the golden generation of 2045 by employing a quantitative approach through the constructs of inclusive leadership, career development, perceived organizational support, organizational justice, and employee engagement. The Structural Equation Model method with Partial Least Squares (PLS-SEM) was applied to data from 200 state civil servants. The results demonstrate that inclusive leadership, career development, perceived organizational support, and organizational justice have a positive and significant effect on employee engagement. These findings underscore the pivotal role of inclusive leadership in enhancing employee engagement, productivity, and the quality of public services. Furthermore, structured and equitable career development and strong organizational support are shown to be critical in strengthening employee engagement. Beyond organizational implications, this study contributes directly to development policy regarding the need to develop the Employee Engagement Strategy. The civil service, as the spine of the government, is essential for the golden generation of 2045. The government must set retention policies, active training, decision-making, aspirational support, and engagement of employees at all levels. The study underscores the policy and organizational urgency of embedding employee engagement as a core pillar of development strategy for Indonesia.
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