partnership for public service bias

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. Conclusion: Building blocks for responsible AI. 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. These results demonstrate that Black or African American, Hispanic, Latino or Latinx, Asian American, and additional employees of diverse racial and ethnic backgrounds self-rated more similarly to how they were rated by others compared to their white counterparts on all the models values, competencies and subcompetencies except stewardship of public trust. 10. Set a vision for AI and its potential in government, Relate mission outcomes to state-of-the-art AI technology, Begin building an AI community of practice as executive leaders in government, Link strategy to mission impact with tools and application, Communicate the importance of culture and the implications for the workforce, Effectively lead change and manage risk in building an AI-ready culture, Develop guiding processes for AI structure, Create accountability for the effective use of AI, Understand the negative effects of AI and its default to bias and injustice, Design AI around values that promote diversity, equity and inclusion, Establish principles for the responsible use of AI, See AIs potential in positively impacting the public good, Create accountability and action plan for leading AI in government. 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. Inclusive Research & Design. 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. 14. Conducting outreach to college campuses and job seekers to promote public service; Providing assistance to federal agencies to improve their operations and leadership capacity; Raising awareness and improving public attitudes about government service; Advocating for needed legislative and regulatory reforms to strengthen the civil service; and. Learn more, Go Government is designed to be your guide as you consider, apply, and secure federal employment. as well as at individual departments, agencies and subcomponents. We host informational webinars and go to college campuses to train students on how to apply for federal jobs. To accelerate hiring and weed out potential bias, government agencies could integrate data and . This rating has decreased by -6% over the last 12 months. The public deserves user-friendly services from the federal government, whether its veterans who need health care, taxpayers who seek assistance from the IRS or college students who apply for financial aid. Antioch University, 2008. "Intersectionality, leadership, and inclusion: How do racially underrepresented women fare in the federal government?." This trend also contradicts the underrepresentation of certain racial and ethnic groups in federal leadership roles by highlighting greater self-awareness and higher scores, overall, for these employees, which would suggest greater representation than present reality, based on skills and experience. 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. Federal employees arent happy. Annually, Accenture and the Partnership for Public Service document government's progress on customer experience and profile high-impact services. But to capitalize on these benefits, leaders must understand AI fundamentals and how to use AI effectively. Front Row: Assistant Secretary Kathleen Martinez and Max Stier, President & CEO, Partnership for Public Service. "The Intersectionality of Leadership: International Considerations." These differences were statistically significant for all subcompetencies except embracing risk and uncertaintypart of the leading change competencyand for three of the four achieving results subcompetenciesevidence-based decision-making, systems thinking and tech savviness, where the scores were still higher, but not statistically significant. Specifically, scores on the two core values stewardship of public trust and commitment to public good. Review of Public Personnel Administration 41.2 (2021): 294-318. Each session is three hours long and held from 9:00 a.m. - 12:00 p.m. EDT/EST. We also found that white women received the least positively framed feedback of these groups. Nelson, Ashley, and Jaclyn Piatak. These scores are based on data collected through the Public Service Leadership 360 assessment tool. Average scores on core values, key and subcompetencies for all raters based on race and ethnicity. 4. "Can an agentic Black woman get ahead? Announcing the winners of the 2022 Service to America Medals! Even more convincing, we found that raters used the word intelligent and hardworking less frequently to describe men of diverse racial and ethnic backgrounds than for any other demographic group. We think you are in (Click to change) We could . About Us. The Partnership for Public Service is the place where you learn how to manage competing priorities and also build the network of support that will help you further your career., -Gwen Keyes Fleming, former chief of staff at the EPA, Partnership for Public Service Our country needs a federal government that is capable of dealing with our current problems and those looming on the horizon. Emilys favorite public servants are EPA scientists and staff committed to using data and a lens to environmental justice to serve the mission to protect human health and the environment for all. The rankings and accompanying data provide a means of holding federal leaders accountable for the . White women were identified as hardworking the most in our sample. This field is for validation purposes and should be left unchanged. There are statistically significant differences in how many positively framed statements were given to leaders based on their gender, and there were close to statistically significant differences based on a leaders race and ethnicity. Government Accountability Office, Artificial Intelligence: An Accountability Framework for Federal Agencies and Other Entities, June 2021, 48. How to Use USAJOBSand Other Places to Find Government Job Openings, Application Questionnaires, Essays and Other Materials, Background Checks and Security Clearances for Federal Jobs, Students, Recent Graduates, and Entry-Level Jobseekers, Peace Corps and AmeriCorps VISTA Volunteers, University Career Development Professionals, Harold W. Rosenthal Fellowship in International Relations, Future Leaders in Public Service Internship Program. Open discussions and a commitment to responsible AI principles can help leaders build understanding about why colleagues may believe AI is not appropriate in a certain context and come to agreement about when to pursue and when to abandon artificial intelligence solutions. This significant downturn in employee engagement and satisfaction occurred as the COVID-19 pandemic continued to disrupt the federal workforce as tens of thousands of civil servants faced uncertainty about returning to the office after more than a year and a half working remotely part or full-time, while a sizable portion of the workforce remained on the frontlines performing critical public services as the health crisis persisted. Select in-person sessions are followed by an optional one-hour networking lunch. This organization is required to file an IRS Form 990 or 990-EZ. "Gender and Race, Intersectionality Theory of." 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. Identify employer specific issues of concern to which the Alliance should direct particular attention and resources. Women are often perceived as warm and communal, whereas leaders are often viewed as more assertive and competent.4, In addition to these implicit biases, how we define and imagine leadership has historically been grounded in specific notions of gender and racespecifically ones that elevate white men and other societal norms.24567 This implicit bias leads to systemic bias against women and other leaders with diverse racial or ethnic backgrounds. As a nonprofit, nonpartisan organization, the Partnership is uniquely positioned to lead the charge to . Developing a baseline understanding of artificial intelligence and how it operates can prepare non-technical leaders for collaboration around responsible AI, while technical experts can benefit from learning more about the service being delivered and the service populations needs and concerns. Richardson, Agnes, and Cynthia Loubier. 202-775-9111. 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. Manage and advise 8-10 colleagues working in the fields of democracy . $60,711 to $91,067 Yearly. Washington, DC Easy Apply 8d. This is the third brief in the Partnership for Public Services LeadHERship series, which explores these issues in greater depth. 18. Historically, the common conception of what it means to be a leader has been built on characteristics typically associated with white men. Adequately funding and providing time to build capacity in DEIA. Background The Partnership was founded by Samuel J. Heyman in 2001. Connecting individual 360 assessment scores with agency data, such as the. servicetoamericamedals.org. Posted: February 02, 2023. 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 goal is to help the government earn the trust of its customers by meeting their needs and expectations. Similarly, we found significant differences in the top adjectives used to describe the federal leaders in our sample based on race and gender. Artificial intelligence has the potential to improve how government worksmore so than any other recent technological innovation. 21. Harvard Business Review, July 14 (2021). The program also includes a one-hour virtual orientation session. In the event of a conflict, please notify a Partnership staff member as soon as possible, even before the first session is held. Average scores on core values and key competencies for self and others ratings based on race and ethnicity. 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. The adjective intelligent was used statistically significantly less for men of diverse racial and ethnic backgrounds than for any other group. We enable digital transformation for the era of an intelligent cloud and an intelligent edge, empowering governmentfrom large federal agencies to small-town governmentsto promote citizen well- being, manage communications and enhance crisis response. . This trend suggests that the underrepresentation of diverse groups of women in senior federal leadership positions is not due to a lack of leadership ability, but rather due to more systemic or structural factors. Examining how, or if, additional social identitiessuch as disability status, LGBTQ+, age and morerelate to leadership assessment scores. Figure 4. Read more.

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