Its seeks to encourage more young people to work for the federal government. The Partnership for Public Service (PPS) is a nonprofit, nonpartisan organization that works to revitalize the federal government by inspiring a new generation to serve and by transforming the way government works. If we can find you in the database, an email will be sent to your email address, with instructions how to get access again. The chart below highlights the percentage of respondents that used a given term to describe the federal leader. All in-person sessions will take place at the Partnership for Public Service offices in Washington, D.C. and applicants who live in the D.C. metro area are highly encouraged to join the in-person program. Generally, AI faithfully learns from the training data its fed but doesnt automatically highlight qualitative issues that could contribute to skewed results, said the GAOs Ariga, noting that agencies must be particularly vigilant in building and training AI models to prevent automating biased outcomes. Yet, research shows there is bias in property valuations at . Although the work of these American heroes might be less visible than athletes, actors and musicians, their efforts have a tremendous impact on our lives. Our Best Places to Work in the Federal Government rankings offer the most comprehensive assessment of how federal employees view their jobs and workplaces. Director for Executive and Team Coaching, Samantha Donaldson The digital resources here on Go Government can help you better understand the federal hiring process and launch your government career. "Intersectionality and leadership." The Partnership for Public Service is a nonprofit organization which provides consulting services to government agencies with the aim to make them more efficient. By recognizing this bias and working to combat it through empathy, perspective-taking, and respectful dialogue, we can promote a more nuanced and compassionate understanding of human behavior. Suite 600 Richardson, Agnes, and Cynthia Loubier. (202) 7752756. The Government Accountability Offices 2021 AI Accountability Framework describes how key practices in the areas of governance, data, performance and monitoring can assist public sector organizations in ensuring responsible AI use. White employees self-rated statistically significantly higher on the stewardship of public trust value than their colleagues with more diverse racial and ethnic backgrounds. 2023 Partnership for Public Service. Initiative for Gender Equity in the Public Sector. See also: Partnership for Public Service and Microsoft, "Into the Storm," July 9, 2020, 1. The Partnership for Public Service is a nonpartisan, nonprofit organization dedicated to building a better government and a stronger democracy. Front Row: Assistant Secretary Kathleen Martinez and Max Stier, President & CEO, Partnership for Public Service. In our final research brief in the LeadHERship series we will compile and outline a list of lessons learned and recommendations gleaned from our quantitative analysis of the 360 data, as well as the qualitative interviews and focus groups we have conducted. Thus, knowledge of which demographic groups individuals belong to is vital for measuring and mitigating such biases. Similarly, we found significant differences in the top adjectives used to describe the federal leaders in our sample based on race and gender. This Program explores the many barriers to inclusion in the AI space as . (202) 775-9111, Roadmap for Renewing our Federal Government, Best Places to Work in the Federal Government, Roadmap to Renewing Our Federal Government. 15. For more than 20 years, we have helped make this . Public Administration Review 69.3 (2009): 383-386. "Equity at the intersection: Public administration and the study of gender." Posted: February 02, 2023. Nonetheless, a broader acceptance of white men as leaders and an implicit bias against women and employees with diverse backgrounds has enabled the persistent belief that both groups are less competent in the workplace and closed off opportunities for underrepresented groups to advance into senior federal leadership roles.2324, For example, we found that white men and men of diverse backgrounds received more positively framed feedback on questions related to improving their leadership style than women from both demographic groups. Review of Public Personnel Administration 37.2 (2017): 160-182. As in our analysis of men and women leaders, we did not find a statistically significant difference between how diverse groups of employees and white employees scored on our two core values: stewardship of public trust and commitment to public good. Each session is three hours long and held from 9:00 a.m. - 12:00 p.m. EDT/EST. While not statistically significant, employees of diverse racial and ethnic backgrounds self-rated higher than their white colleagues on the remaining three subcompetenciesembracing risk and uncertainty, evidence-based decision-making, and systems thinkingas well as the core value of commitment to public good. Handbook on Gender and Public Administration. Along this journey, you will be directed to . When DEI is optimized, everyone is encouraged and feels safe in bringing their . . "Leadership perceptions as a function of raceoccupation fit: The case of Asian Americans." Washington, DC 20005. The Post and Partnership for Public Service, a nonprofit, nonpartisan organization, tracked roughly 700 key executive branch nominations through the confirmation process. These agencies are especially troubled. How frequently these words were used varied in a statistically significant way depending on the race/ethnicity and gender of the federal leader. 600 14th Street NW There are also differences between mentorship and sponsorship in the federal workforce, which we will highlight in a future research brief. The data scientists building AI tools, the chief information officers operating them, the general counsels reviewing their privacy implications, the program managers interpreting their results and many others all need to be collaborating for AI use to be follow responsible artificial intelligence principles. Raise others' awareness of and demonstrate their own commitment to the advancement of employment for people with disabilities whenever PPS leaders address groups. We also found that these diverse groups assess their own abilities more similarly to how others assess them compared to their white colleagues, which is typically a strong predictor of career advancement. Washington, District of Columbia, United States. Johnson III, Kevin. This rating has decreased by -6% over the last 12 months. Examine our reports, toolkits and other materials that focus on improving federal employee engagement. Considering questions such as how will frontline employees interpret model outputs and what are the privacy implications of using this system will help technical and non-technical leaders find concrete points of collaboration and ensure the AI tool is well-integrated into the broader system. Privacy Policy Participants in our interviews and focus groups mentioned this consistently as one additional helpful tool, however, barriers can exist in those mentoring relationships32 and it may not address all the structural inequities that exist. For more than 20 years, we have helped make this . The top three most used adjectives to describe leaders in our sample were intelligent, trustworthy and hardworking. Academy of Management Journal 60.2 (2017): 771-797. 8. D. Appleton, 1891. In this brief, we examine how racial and ethnic identity intersect with gender to affect federal leaders workplace experience. For examples see: Hope Reese, What Happens When Police Use AI to Predict and Prevent Crime?, JSTOR Daily, February 23, 2022. The government workforce is more educated and more white-collar than the private-sector workforce. Honoree Archive. International Journal of Leadership Studies 1.1 (2005): 28-43. Also, scores on the four key competenciesbecoming self-aware, engaging others, leading change and achieving resultsand 20 subcompetencies. To our knowledge, this is the first comprehensive exploration of trends in federal government 360 assessment data across race and ethnicity, and gender. When we closely examined the data, we uncovered several important trends about these differences. Highlight best practices for how to make the case for and develop AI solutions. Since 2002, weve trained more than 15,000 college students, including federal interns who return to campus to finish their degrees. ThePartnership for Public Serviceis a nonprofit, nonpartisan organization, whose mission is to build a better government and a stronger democracy. See also: Partnership for Public Service and Microsoft, Into the Storm, July 9, 2020, 1. When using artificial intelligence tools for service delivery, governments must be transparent with the public about why and how these tools are being used. The strategy for revitalizing public service is pursued through three strategic goals: securing the right talent, fueling innovation and efficiency, and building public support for the nation's civil service. SAfAIDS, and Public Service Accountability Monitor (PSAM) of Rhodes University. Harvard Business Review (2020). The trackerprovides the most comprehensive data and analysisaboutthe political appointments process andhas playeda key role in providing the public with up-to-dateinformationabout the nomination and confirmationstatus of nominees for critical government roles. Some current efforts recognize this need and aim to assist agencies in developing expertisethe AI Training Act signed into law in October 2022 charges the Office of Personnel Management with developing a training program to help acquisition professionals better understand artificial intelligence and its potential risks and benefits. 26. NTEE code info. (202) 775-9111, LeadHERship in Federal Government: How Women Lead. Crenshaw, Kimberl. 600 14th Street NW These women also indicated that others may use certain adjectives or leadership characteristics to describe men in a positive waybut not womenin the workplace. Hereditary genius. This finding suggests that gender continues to affect the type of feedback leaders receive, which may hinder leadership development opportunities for women and help explain why they remain underrepresented in certain senior government roleseven while the number of white women in these roles has grown in recent years.3. Men from this same demographic were identified as warm the least. It is important to determine any potential barriers or factors that are causing these employees to doubt their abilities on only this specific core value. Center for Digital Government, IBM and NASCIO, AI Meets the Moment, 2021, 11. Examining how, or if, additional social identitiessuch as disability status, LGBTQ+, age and morerelate to leadership assessment scores. Ensuring responsible AI use is not a one-time exercise, but a continual process that requires attention every step of the wayfrom the first contemplation of incorporating AI into a program to the routine use of a fully-implemented tool. The role of public service integrity in supporting democratic government, and the resulting need to respect certain ethical values, is the fundamental concept underlying the concerns about apparent conflict of interest. Work with ODEP to disseminate and share effective disability employment practices and to provide expertise in communicating such information to employers and employees. For example, previous research outlines three main barriers to reducing racial and gender disparities in federal leadership: stereotypes about who makes a good leader and what good leadership looks like; a double-paned glass ceiling that holds back women and diverse groups from career advancement; and a lack of mentorship or professional development for these groups.15We cannot know for certain which of these causes, if any, is the most important factor driving our findings, but our data suggests that some combination of all three play a critical role. Forgotten password. The Importance of Public-Private Security Partnerships to Public Safety. Our organization believes there is no place for hate, violence or inequality in our economic, social and civil systems, nor in our workplaces, and we unequivocally disavow all forms of racism, bigotry and discrimination. White women were identified as hardworking the most in our sample. Prepare leaders to incorporate AI technology into their strategies and equip their workforce. The adjective trustworthy was used statistically significantly less for white women than for any other group. Additional demographic details can be found in our research brief, Analysis of Federal Government Leadership Assessment Scores by Gender. 24. Both employees with diverse racial and ethnic backgrounds and white employees scored similarly on the two core values: stewardship of public trust and commitment to public good. Best Places to Work Communications Toolkit, Developing a Culture of Teamwork and Collaboration, Fostering Diversity, Equity and Inclusion in the Workplace report, Providing Employees with High-Quality Training and Development Opportunities. Program managers may have their heart set on improving their service delivery by incorporating an AI tool that has worked well in other contexts, or data scientists may be eager to implement an innovative prototype, but each group must heed concerns from the other when they arise. An official website of the United States government. (202) 775-9111. [CDATA[/* >