Our findings indicate that the racial and gender disparities within federal leadership reflect broader stereotypes and biases that have historically resulted in barriers for women and diverse racial and ethnic groups in the workplace. This is an important finding, as we have discussed previously that more alignment of self- versus others ratings may indicate greater self-awareness and can be a predictor of strong performance and career advancement. Men of diverse racial and ethnic backgrounds received more positively framed feedback than diverse groups of women. Because our previous analyses identified significant differences in how men and women were rated by others, such as supervisors, direct reports, colleagues, or friends and family, we also ran an additional statistical test, a two-way analysis of variance (ANOVA), to explore any trends in how others rated women based on their race and ethnicity. Partnership for Public Service. Read more. Dixon-Fyle, Sundiatu, et al. The data from the 360 assessment is thus important not only at the individual level, but also at a systems level. After finishing grad school, Biolamwini decided to continue her research on A.I.'s racial bias and quickly realized that much of this was a result of the non-diverse datasets and imagery used by . "Diversity wins: how inclusion matters. This finding persists for both leaders self-assessments and for their ratings by others, such as direct reports, colleagues and supervisors. 600 14th Street NW "Intersectionality of gender and race in governmental affairs." Retrieved from bit.ly/3fEn7AW. Collecting and analyzing this information will enable organizations that support the federal government and its institutionsand our government itselfto address the barriers that contribute to gender disparities in federal leadership roles and to build a more effective federal workplace. However, when examining just women, we did find important differences in ratings: Across the four core competencies and two core values, women of diverse racial and ethnic backgrounds were consistently rated higher by others compared with white women. The Partnership for Public Service is a nonpartisan, nonprofit organization that works to revitalize the federal government by inspiring a new generation to serve and by transforming the way government works. "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. SAfAIDS, and Public Service Accountability Monitor (PSAM) of Rhodes University. Hekman, David R., et al. Building a better government requires a comprehensive approach that tackles numerous challenges simultaneously. 32. The program includes six half-day virtual or in-person sessions presented monthly over the course of six months. Should you miss any part of a session, we will work with you to provide resources for content missed. 115-131. 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. Still otherslike the adjective warmreinforced certain stereotypes about how women leaders are expected to behave.4. 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. Lardy, B. In their current form, AI tools are most well-suited for specific tasks that involve clear parametersfor example, identifying whether an X-ray shows a broken bone. We greatly appreciate their time and counsel. 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. Partnerships for Better Public Services. #views-exposed-form-manual-cloud-search-manual-cloud-search-results .form-actions{display:block;flex:1;} #tfa-entry-form .form-actions {justify-content:flex-start;} #node-agency-pages-layout-builder-form .form-actions {display:block;} #tfa-entry-form input {height:55px;} This interactive GPS map will help guide you through your career path journey, starting at GS 7-9 entry level, and spanning through the GS 12-13 level. (202) 775-9111. 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. Artificial intelligence is increasingly part of our livesvoice assistants on our smartphones, chatbots on retail websites and algorithms that suggest the next television show we should watch. Join the Orlando Economic Partnership for a networking event featuring more than 900 of the area's top business leaders and elected officials. To our knowledge, this is the first comprehensive exploration of trends in federal government 360 assessment data across race and ethnicity, and gender. 2. Develop and disseminate case studies illustrating the business value of employing people with disabilities and publicize their results. International Journal of Leadership Studies 1.1 (2005): 28-43. Front Row: Assistant Secretary Kathleen Martinez and Max Stier, President & CEO, Partnership for Public Service. 600 14th Street NW 30. Crenshaw, Kimberl. The ISM will focus on improving the end-to-end risk posture for the assigned LOB or product group, and ensure appropriate controls are implemented across the . Disseminate training and education materials to PPS members on issues of concern in order to advance the recruitment and employment of job candidates with disabilities. Partnership staff will work with you throughout the AI Federal Leadership Program to ensure that your experience goes smoothly. For example, if participants in a farm loan program have historically been primarily from certain states, an algorithm trained on that historical data may draw incorrect conclusions about who the programs customers should be and reproduce existing patterns, unintentionally leading to the exclusion of eligible customers. The chart below highlights the percentage of respondents that used a given term to describe the federal leader. 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. Overall, we found that people in the federal workplace perceive leaders differently based on race and gender. Although they highlight many of the same principles, each of these frameworks addresses specific considerations for how to achieve responsible artificial intelligence in a particular contextfor example, in the medical or legal fields. Diggs, Schnequa Nicole. This Program explores the many barriers to inclusion in the AI space as . We work across administrations to help transform the way government operates by increasing collaboration, accountability, efficiency and innovation. Individuals with diverse racial and ethnic backgrounds scored higher than their white colleagues on all four core competencies and all 20 subcompetencies. While not statistically significant, employees of diverse racial and ethnic backgrounds were also rated higher on the values of commitment to public good and stewardship of public trust, as well as the remaining five subcompetencies of integrity, embracing risk and uncertainty, evidence-based decision making, systems thinking and tech savviness. A. Burey. Partnership for Public Service; Best Places to Work; Center for Presidential Transition; Go Government; Service to America Medals; About Us; Join Our Team; Upcoming Events; Press Room; Plan Your Visit; The rankings and accompanying data provide a means of holding federal leaders accountable for the . To complement our quantitative data and better understand these trends, we used sentiment analysis to analyze one open-ended question on our 360 assessment: What is one behavior or practice this person could adopt to be a more effective leader?. Sy, Thomas, et al. Public Administration Review 82.3 (2022): 594-597. Identify employer specific issues of concern to which the Alliance should direct particular attention and resources. Suite 600 Emily Kalnicky oversees and advances efforts at the Partnership to understand and improve overall program effectiveness and mission achievement through monitoring and evaluation data. OrientationApril 13 (Virtual, 1:00 2:00 p.m. EDT/EST), Session 1: AI fundamentalsThursday, April 20, Session 2: Designing AI strategyThursday, May 18, Session 3: Fostering an AI-ready cultureThursday, June 15, Session 4: Establishing AI governanceThursday, July 13, Session 5: Responsibly leading AIThursday, Aug. 10, Session 6: The future of AI in governmentThursday, Sept. 7. (202) 775-9111, A vision for the future and ideas for how to get there, Excellence in Government Fellows Spring 2023 Orientation, 2023 Internship Coordinator Consortium Q1 Meeting, Learn More About How Were Improving Government, Roadmap for Renewing our Federal Government, Best Places to Work in the Federal Government, Congratulations to the 2022 Samuel J. Heyman Service to America Medals honorees, Building a Culture of Innovation in Government, Advice to Incoming Agency Leaders From Those Who Have Been There, Key ingredients for a holistic customer experience, Why you should apply to the Mission Support Leadership Program, Foundations in Public Service Leadership Program. This finding also highlights the need to build performance management systems that promote equity in career advancement and leadership opportunities. 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 principles below should serve as examples for leaders of how to adapt established tenets of responsible artificial intelligence to the specific context of public services. Public sector organizations interested in using AI for service delivery can enhance their ability to deliver responsible artificial intelligence principles such as non-discrimination and transparency through collaboration between technical and non-technical leaders and a focus on establishing strong data, talent and governance foundations. .dol-alert-status-error .alert-status-container {display:inline;font-size:1.4em;color:#e31c3d;} Responsibly evaluating, implementing and using artificial intelligence tools requires successful collaboration between technical and non-technical leaders. The Human Resources Department's mission is to support our customers in accomplishing their missions by attracting and retaining a highly skilled and diversified workforce that is compensated and rewarded for its effort in an equitable, safe and responsible work environment. Suite 600 Employing inclusive leadership practices, which directly impacts an employees experience and perception of organizational fairness, is a more crucial factor.9, Additionally, even within the field of study of women in leadership it is only recently that the focus has shifted from one of white women to also including Black womens experiences to understand how the intersection of racism and sexism compound systems of oppression.10, This idea, termed intersectionality by Kimberl Crenshaw, highlights the ways in which different social identities overlap to reinforce discrimination and is an important lens to understand womens experiences in the federal government, especially when it comes to race and gender.11 Using intersectionality to explore leadership is an evolving field of study1213 and necessitates caution in interpreting or generalizing results across diverse groupings of people.14151617 Our brief uses findings from our 360 assessment to build new knowledge in this area and add much-needed data analysis to studies of systemic racism, gender identity and whiteness.18. The PPS envision a dynamic and innovative federal government that effectively serves the American people. 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. Henne, Kathryn. Collaborate with other Alliance participants on employer issues that are identified through the Alliance Program. . Washington, DC 20005 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. Enjoy food, drinks and live music while networking. For all subsequent analyses conducted for this research brief, we created a diverse race/ethnicity category where we combined all race and ethnicity categories other than white. Meet these exceptional public servants who have contributed so much to our country (and the world)! 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