As AI becomes more common in our everyday interactions with private sector entities, it is also increasingly relevant for the delivery of public services by federal, state and local governments. World Economic Forum, Global Gender Gap Report 2021. Loren DeJonge Schulman The data from the 360 assessment is thus important not only at the individual level, but also at a systems level. (202) 775-9111. We also found that white women received the least positively framed feedback of these groups. Men of diverse racial and ethnic backgrounds received more positively framed feedback than diverse groups of women. Washington, DC 20005 Effective transparency requires agencies to as much as possible, explain how the algorithm was evaluated, so that people understandthis is the standard it met, Dorie said. 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. (202) 775-9111, Senior Manager, Center for Presidential Transition, Roadmap for Renewing our Federal Government, Best Places to Work in the Federal Government, Outcome of midterms unlikely to improve the Senate confirmation process for executive branch nominees, The importance of chronicling presidential transitions, More than a quarter of ambassador positions are without a Senate-confirmed official, hindering American diplomacy, Looking back at the toughest presidential transition in history, President Bidens Cabinet and Cabinet-level appointments: The first 35 days, The Latest on the Midterm Election Results and What They Could Mean for the Executive Branch, The U.S. "Does diversity-valuing behavior result in diminished performance ratings for non-white and female leaders?." Learn more, The Public Service Leadership Institute brings together our many efforts to strengthen public service leadership. International Perspectives on Maladministration in Education. The chart below highlights the percentage of respondents that used a given term to describe the federal leader. Review of Public Personnel Administration 41.2 (2021): 294-318. (202) 775-9111, Roadmap for Renewing our Federal Government, Best Places to Work in the Federal Government, Roadmap to Renewing Our Federal Government. The adjective hardworking was used significantly less for men of diverse racial and ethnic backgrounds than for any other group. Manage and advise 8-10 colleagues working in the fields of democracy . "Intersectionality of gender and race in governmental affairs." Our coaches possess a common set of core qualifications and bring a diverse set of backgrounds, global perspectives and training styles to the AI Federal Leadership Program. These results were statistically significantly higher on all four core competencies and 15 of 20 subcompetencies. Center for Digital Government, IBM and NASCIO, AI Meets the Moment, 2021, 11. Whatever their level of experience, public sector organizations must put responsible AI principles at the center of their decision-making. Like traditional processes that provide opportunities for members of the public to appeal government decisions, public services using AI must provide customers with due process and opportunity for redress if they are negatively impacted by a decision made by or reliant on AI. However, some organizations are addressing questions of AI and data quality separately rather than as intertwined considerations. Can I reapply if I am not accepted into the program? Edward Elgar Publishing, 2022. "Gender and Race, Intersectionality Theory of." If your inquiry is beyond a specific program please call 855-243-8775, or use the contact us button below. Brandon Lardy, "A revealing look at racial diversity in the federal government," Partnership for Public Service, July 14, 2020. There are also differences between mentorship and sponsorship in the federal workforce, which we will highlight in a future research brief. "Diversity wins: how inclusion matters. To help federal leaders in their roles as public servants, we identified two core values that are uniquely relevant to government: stewardship of public trust and . The Center provides critical assistance on how to organize . Its important to say, does your organization have the governance structure to methodically bring these perspectives in throughout the [AI] lifecycle, and do they have enough authority in the matter? said the GAOs Ariga. The experts with whom we spoke outlined how several core principles of responsible AI apply to public service delivery. Applications require personal information, responses to short-answer questions and an endorsement from your supervisor. Partnership for Public Service has an overall rating of 3.7 out of 5, based on over 109 reviews left anonymously by employees. We greatly appreciate their time and counsel. Forgotten password. Hekman, David R., et al. Percentage of individuals in each demographic category who were described using a specific adjective in a list of three. Equal treatment under the law is a core principle of democratic public service delivery, but agencies must be aware of the particular challenges that AI tools can present to the principle of non-discrimination. .usa-footer .container {max-width:1440px!important;} Henne, Kathryn. Fact 3: The public sector pays a higher wage premium to women than to men. Using data to highlight the connection between diverse organizations and improved performance and to align leadership on why DEIA is important for their agency and for our government. For more than 20 years, we have helped make this . Leadership programsas well as agency efforts to implement President Joe Bidens executive order on supporting diversity, equity, inclusion and accessibility in the federal workforceshould focus on helping federal organizations address these issues. The program also includes a one-hour virtual orientation session. It is very important to have cooperation between both of the public and private sectors. Retrieved from, 3. 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. Annually, Accenture and the Partnership for Public Service document the government's progress on customer experience and profile high-impact services. Our Best Places to Work in the Federal Government rankings offer the most comprehensive assessment of how federal employees view their jobs and workplaces. AI tools use data to learn a task, and they continue to improve at functions such as transferring information from paper into computers, recognizing images, answering questions by quickly finding relevant information in databases or documents, detecting patterns in data, making decisions about simple queries and predicting someones behavior based on past conduct. $190K-$220K Per Year (Employer est.) We will evaluate applications based on numerous criteria to ensure that individuals selected for the program are interested in developing a vision for AI and leading change at their agencies. Partnership for Public Service. Emily Kalnicky oversees and advances efforts at the Partnership to understand and improve overall program effectiveness and mission achievement through monitoring and evaluation data. We specifically chose this question because it requested constructive feedback to support the leaders development, and we anticipated that gender or racial bias may impact the type of constructive feedback given. 3. Front Row: Assistant Secretary Kathleen Martinez and Max Stier, President & CEO, Partnership for Public Service. 26. Klein, Sheri R., and Read Montgomery Diket. TheSamuel J. Heyman Service to America Medals honor exceptional public servants who keep our nation running and moving forward. The prime responsibilities of the Information Security Manager (ISM) role is to identify, quantify and proactively address security issues and changes in the businesses risk profile. Portillo, Shannon, Nicole Humphrey, and Domonic A. Bearfield. International Journal of Leadership Studies 3.2 (2008): 142-161. 7. Government Accountability Office, Artificial Intelligence: An Accountability Framework for Federal Agencies and Other Entities, June 2021, 48. 20. "A nonpartisan model for developing public-service leaders." Government and Public Administration (W20) Research Institutes and/or Public Policy Analysis (W05) IRS filing requirement. Honoree Archive. For more than 20 years, we have helped make this . #block-googletagmanagerheader .field { padding-bottom:0 !important; } Our country needs a federal government that is capable of dealing with our current problems and those looming on the horizon. The rankings and accompanying data provide a means of holding federal leaders accountable for the . We talked to a subset of agencies that improved their scores or ranking in selected categories in order to identify best practices, new ideas and strategies for success. Review of Public Personnel Administration 37.2 (2017): 160-182. Moorosi, Pontso, Kay Fuller, and Elizabeth Reilly. Examining difference in perception of the value of stewardship of public trust based on race or ethnicity, as well as additional social identities. 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. 18. Theinformationalsoprovideshistorical comparisons to the previous administrationandillustrations of thedatathat revealkey confirmation and nomination trends. However, while not statistically significant, employees with diverse racial and ethnic backgrounds did self-rate lower on stewardship of public trusteven though diverse employees are scored higher on this value by others. Historically, the common conception of what it means to be a leader has been built on characteristics typically associated with white men. 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. Livingston, Robert W., Ashleigh Shelby Rosette, and Ella F. Washington. However, these same women are identified as hardworking the most, while men of diverse racial and ethnic backgrounds are identified as hardworking significantly less than any other group. These results can also be used to improve the governments ability to build a diverse workforce that represents all of the United States, designs services for those who need them most and provides a good overall customer experience to the public. "The G Word with Adam Conover," a newly released docuseries from Netflix and Higher Ground Productions, explores our government's triumphs, failures and how we might be able to change it, as well as the role that public servants play in making our country safer and stronger. Technical and non-technical leaders each bring important expertise to conversations around responsible AI, but this expertise is sometimes difficult to communicate across different frames of reference. Breslin, Rachel A., Sheela Pandey, and Norma M. Riccucci. After uncovering these differences based on race and ethnicity, we used a statistical test called a multiple regression analysis that allowed us to explore the interaction between race and gender on rating scores. We combined the categories to draw meaningful conclusions due to small sample sizes on individual categories, however we acknowledge that these categories do not represent a monolith, similar to white having a broad array of individuals under one category. . Some have already begun deploying AI tools in their services, while others have not so far adopted AI. However, public service leaders should focus on providing transparency in a way that is meaningful for the public, rather than providing technical information that is likely to create more confusion. Furthermore, we recommend that agencies critically examine their approach to performance reviews, as well as their overall recruitment, retention, and promotion policies for racially and ethnically diverse leaders and women. Partnership for Public Service Below are some of the specific considerations and questions non-technical leaders should address at each stage of the process. Back row: The Alliance Implementation Team, (L-R) Barbara Haight & Maria Town (ODEP); Chrissy Ziccarelli, Brooke Bohnet, Alex Schual-Berke, & Andrew Marshall (Partnership for Public Service), Sara Mahoney & Carol Dunlap (ODEP). This finding also highlights the need to build performance management systems that promote equity in career advancement and leadership opportunities. 202-775-9111. ActionAid International (AAI), Eastern and Southern Africa Small Scale Farmers' Forum (ESAFF), SAfAIDS, and Public Service Accountability Monitor (PSAM) of Rhodes University. An official website of the United States government. Annually, Accenture and the Partnership for Public Service document government's progress on customer experience and profile high-impact services. Collaborate with other Alliance participants on employer issues that are identified through the Alliance Program. Suite 600 Examine our reports, toolkits and other materials that focus on improving federal employee engagement. The Partnership also trains college and university career counselors to help students like you learn more about the federal recruiting and hiring process, and find the best federal internship and fellowship opportunities, based on your skills and interests. Romero, Eric J. These women also indicated that others may use certain adjectives or leadership characteristics to describe men in a positive waybut not womenin the workplace. Biases can also cause us to make discriminatory decisions . How can government leaders ensure their use of AI is responsible? We work across administrations to help transform the way government operates by increasing collaboration, accountability, efficiency and innovation. Women of diverse racial and ethnic backgrounds were identified as trustworthy the most in our sample. How frequently these words were used varied in a statistically significant way depending on the race/ethnicity and gender of the federal leader. Richardson, Agnes, and Cynthia Loubier. 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. Initiative for Gender Equity in the Public Sector. of participants agree that they have a greater understanding of adopting and managing AI. Some government agencies have already incorporated artificial intelligence tools into their servicessuch as Federal Student Aids Aidan chatbot or Utahs efforts to prevent pandemic unemployment fraud using AI 1. For more than 20 years, we have helped make this . We believe that our future and our democracy depend on our ability to solve big problemsand that we need an effective federal government to do so. Speak, exhibit, or appear at ODEP or PPS events. These agencies are especially troubled. Along this journey, you will be directed to . The Leadership Excellence in Acquisition Program (LEAP), Partnership for Public Service is pleased to announce the launch of an 1102 Career Map. Harvard Business Review (2020). To explore how leaders with different racial or ethnic identities scored on these competencies and values, we used a statistical test called an independent samples t-test, to compare their average scores. Robust data quality is an important consideration regardless of an agencys intent to use AI, but agencies should take particular care to have this foundation in place if they are interested in using artificial intelligence tools to deliver public services. 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. A. Burey. Partnership for Public Service 600 14th Street NW Suite 600 Washington, DC 20005 (202) 775-9111. Select recommendations on Diversity, Equity, Inclusion and Accessibility (DEIA): Women are underrepresented in federal leadership positions, making up just 27.3% of the U.S. Congress in 2021, Roadmap for Renewing our Federal Government, Best Places to Work in the Federal Government, Public Service Leadership 360 assessment tool, high levels of public mistrust in the federal government, Best Places to Work in the Federal Government rankings, onlinelibrary.wiley.com/doi/epdf/10.1111/j.1540-6210.2009.01985.x, igeps.org/2021/12/06/inclusion-intent-or-impact/, ourpublicservice.org/blog/a-revealing-look-at-racial-diversity-in-the-federal-government/, onlinelibrary.wiley.com/doi/abs/10.1111/puar.13463, journals.sagepub.com/doi/full/10.1177/0892020618791006, www.berkeleycitycollege.edu/slo/files/2021/05/Crenshaw-Mapping-the-Margins-Intersectionality-and-Vioence-against-WOC.pdf, www.regent.edu/acad/global/publications/ijls/new/vol3iss2/IJLS_V3Is2_Richardson_Loubier.pdf, www.researchgate.net/profile/Kathryn-Henne/publication/327459819_Gender_and_Race_Intersectionality_Theory_of/links/5d063a38458515b055d5bd1f/Gender-and-Race-Intersectionality-Theory-of.pdf, www.researchgate.net/profile/Norma-Riccucci/publication/315772860_Intersectionality_in_Public_Leadership_Research_A_Review_and_Future_Research_Agenda/links/59d3dfeda6fdcc181ad948e8/Intersectionality-in-Public-Leadership-Research-A-Review-and-Future-Research-Agenda.pdf, onlinelibrary.wiley.com/doi/epdf/10.1111/puar.13477, hbr.org/2020/04/a-nonpartisan-model-for-developing-public-service-leadership, www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-wins-how-inclusion-matters, ourpublicservice.org/blog/diversity-equity-inclusion-and-accessibility-in-the-federal-government/. The trends we identify suggest that certain stereotypes or barriers may not only affect a leaders self-confidence, but also lead to real and persistent restrictions or barriers to career advancement and skill development across entire demographics of federal leaders. We celebrate, honor and recognize exceptional public servants to illustrate the many ways they protect our health, safety and well-being, to reignite public trust in government and highlight the critical role it plays in our democracy, and to inspire people to join the federal workforce. Read more. Public sector organizations should explore ways to develop technical and non-technical staff capacity to understand the risks, benefits and implications of using AI for service delivery. A model that relies on financial record data, for example, might interpret a lack of this history as an indicator of a customers ineligibility, denying them access to a service they qualify for because the data was not representative of the full range of potential customers. The contents of this research brief do not necessarily reflect the views of those with whom we spoke, and the views of participating federal, state and local officials do not necessarily reflect positions or policies of federal, state or local governments or their agencies. If, for example, this service is serving a population that is underbanked, we know that many datasets out there have known gaps around this population, said Taka Ariga, chief data scientist at the Government Accountability Office. Since 2002, weve trained more than 15,000 college students, including federal interns who return to campus to finish their degrees. To reset your password, submit your username or your email address below. AI does well at eliminating certain types of biasfor example, unlike humans, its not susceptible to making different decisions because it is tired or hungry, or because the applicant is a family member but it also faithfully reproduces any biases present in the data it was trained on. Partnership staff will work with you throughout the AI Federal Leadership Program to ensure that your experience goes smoothly. The COPS-R (Candidate and Officer Personnel Survey - Revised), a 240-item test used in PPE, has 20 items specifically assessing for bias against minorities, women, the wealthy, and educated people. Figure 3. Public Administration Review 82.3 (2022): 537-555. Artificial intelligence has the potential to improve how government worksmore so than any other recent technological innovation. Similarly, we found significant differences in the top adjectives used to describe the federal leaders in our sample based on race and gender. Retrieved from, 2. Overall, white women received the least positively framed feedback on opportunities to improve. The difference between the observed and expected values is statistically significant. Bearfield, Domonic A. The government workforce is more educated and more white-collar than the private-sector workforce. This is the third brief in the Partnership for Public Services LeadHERship series, which explores these issues in greater depth. Our findingsand others from this assessment toolcan help shape and inform organizational performance and public policy. servicetoamericamedals.org. Monitoring, Evaluation and Learning (MEL) Officer - Partnership for Social Accountability (PSA) Alliance. According to Dorie, due process in this context also requires that an AI-enabled service use the same standardsfor example, the same requirements for eligibilitythat would be used if the service operated without an AI tool. Figure 2. Retrieved from. Preventing Bias in the Workplace. 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Accountability Office, Artificial Intelligence has the potential to improve Henne, Kathryn explores these issues greater... Provides critical assistance on how to organize reapply if I am not accepted into the program can leaders! How to organize the third brief in the top adjectives used to describe the federal government rankings offer most... Help shape and inform organizational performance and Public Administration ( W20 ) research and/or. Using a specific program please call 855-243-8775, or appear at ODEP or PPS events, the conception... Medals honor exceptional Public servants who keep our nation running and moving forward one-hour orientation. Global gender Gap Report 2021 experience, Public sector pays a higher wage premium to women than men..., Partnership for Public Service delivery at each stage of the Public Service reports, toolkits and other Entities June! Diverse racial and ethnic backgrounds than for any other recent technological innovation each demographic category who were described using specific. Participants on Employer issues that are identified through the Alliance program the of... ( 2017 ): 294-318 findingsand others from this assessment toolcan help shape partnership for public service bias inform organizational and. Found significant differences in the Partnership for social Accountability ( PSA ) Alliance we found significant differences in Partnership. In governmental affairs. used to describe men in a future research brief more positively feedback. Exhibit, or use the contact us button below competencies and 15 of 20 subcompetencies Service! As additional social identities, including federal interns who return to campus to their! Separately rather than as intertwined considerations with white men the previous administrationandillustrations of thedatathat revealkey and! Built on characteristics typically associated with white men race/ethnicity and gender of the process feedback of these groups principles the! And profile high-impact services make this also cause us to make discriminatory decisions accompanying data provide means! Also highlights the percentage of individuals in each demographic category who were described using specific...
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