10. We help federal employees become more effective leaders by offering them leadership training and continual opportunities to collaborate and network within government and across sectors. Employees of diverse racial and ethnic backgrounds self-rated higher than their white colleagues on all core values, key and subcompetencies, except for one: stewardship of public trust. 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. 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. 15. "The affirmative action stigma of incompetence: Effects of performance information ambiguity." Average scores on core values and key competencies for the intersection of gender and race/ethnicity. White men, on the other hand, were described as intelligent the most, suggesting that long-since debunked theories of intelligence based on race continue to shape perceptions of government leaders.25, Uncovering how these stereotypesand other racial and ethnic stereotypespersist in the federal government is crucial, as they not only affect performance appraisals by others, but can also have detrimental effects on performance if the leader believes them.2627, Researchers have documented the phenomenon of individuals rating leaders from similar racial and ethnic backgrounds more favorably than individuals from different backgrounds.28 Additionally, if the leader is in a role that aligns with stereotypes for leadership skills necessary to be successful, that leader will be rated higher.29. 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. 22. Our research helps fill this gap and highlights avenues for new research in this area, providing important insights on how gender and race affect employees experience in the workplace and as public service leaders.16. The program includes six half-day virtual or in-person sessions presented monthly over the course of six months. What should I do if I must miss parts of a session or an entire session? Suite 600 "A nonpartisan model for developing public-service leaders." A research report into the need, benefits and challenges for Public Service Mutuals to form partnerships as a route to growth and diversification. Federal Employee Morale is Falling, and One Group Thinks the Slow Appointments Process Is to Blame, Federal employees less satisfied under Biden: report, Partnership for Public Service print and electronic media, electronic assistance tools and ODEP's and the PPS's Web sites) to employers. The Partnership for Public Service is committed to building a culture of inclusion in which a diverse workforce has equitable opportunities to contribute, succeed and grow. The most comprehensive and authoritative rating of employee engagement and satisfaction in the federal government. Examining difference in perception of the value of stewardship of public trust based on race or ethnicity, as well as additional social identities. A Revealing Look at Racial Diversity in the Federal Government, August 26, 2021. Learn more, The Public Service Leadership Institute brings together our many efforts to strengthen public service leadership. 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. Personal life. Public Service Leadership Model. Explaining the algorithm itself is likely not sufficient, said Vince Dorie, principal data scientist at Code for America. The International Encyclopedia of Anthropology (2018): 1-4. At Microsoft we are committed to developing solutions that enable our government stakeholders to capitalize on opportunities at the accelerated pace required to deliver modern mission outcomes. 23. $41K-$66K Per Year (Glassdoor est.) How can government leaders ensure their use of AI is responsible? 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. "Stereotype threat deconstructed." Annually, Accenture and the Partnership for Public Service document government's progress on customer experience and profile high-impact services. Ensuring that everyone has a common understanding of the technical and non-technical foundations can help leaders better understand each other and more productively collaborate. The rankings and accompanying data provide a means of holding federal leaders accountable for the health of their organizations, shining the spotlight on agencies that are successfully engaging employees as well as on those that are falling short. The chart below highlights the percentage of respondents that used a given term to describe the federal leader. The Partnership teams up with federal agencies and other stakeholders to make our government more effective and efficient. Privacy Policy This finding persists for both leaders self-assessments and for their ratings by others, such as direct reports, colleagues and supervisors. Select in-person sessions are followed by an optional one-hour networking lunch. 2. Technological tools such as artificial intelligence always have potential benefits and risks, according to Terrence Neumann, an academic studying AI at the University of Texas at Austin. Once accepted into the program, each participant will be assigned to a cohort led by an executive coach. We found that employees of diverse racial and ethnic backgroundsand women in this group, in particularscored higher than their white counterparts on the skills, values and competencies critical to public service leadership. 19. But how should non-technical leaders apply these principles in their decision-making around AI? Average scores on subcompetencies for self and others ratings based on race and ethnicity. Stier was always concerned with the quality of government workers and was able to convince hedge fund manager Samuel Heyman to contribute $25 million to start up a non-for-profit dedicated to attracting qualified young people to government service, the Partnership for Public Service. .table thead th {background-color:#f1f1f1;color:#222;} Our Best Places to Work in the Federal Government rankings offer the most comprehensive assessment of how federal employees view their jobs and workplaces. Hoang, Trang, Jiwon Suh, and Meghna Sabharwal. The Partnership for Public Service's Center for Presidential Transition is the nation's premier nonpartisan source of information and resources designed to help presidential candidates and their teams lay the groundwork for a new administration or for a president's second term. 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. Like other research, our analysis supports the need to not just focus on gender when seeking to understand this experience, but to also explore how other social identitiesespecially raceinfluence the social perception of women leaders in government.2. This requires rebuilding and revitalizing our government, and in our roadmap, we have identified four main areas that Congress and the administration need to prioritize: leadership and stewardship, the federal workforce, innovation and technology modernization, and collaboration. Read more. In all, the federal leaders in our sample with diverse racial and ethnic identities were consistently rated as performing higher than their white colleagues on our core leadership competencies identified as critical for effective public service leadership.21 This trend suggests that larger systemic inequities may explain the racial disparities in certain federal leadership positions and the overrepresentation of diverse groups in entry-level roles. The intersection of race bias and public policy resonates deeply with Western values. Program Specific Contact Details. Indeed, a 2017 literature review that examined public leadership research demonstrated that only a handful of studies since the mid-2000s have focused on intersectional data. Roadmap for Renewing our Federal Government, Best Places to Work in the Federal Government, Responsible Artificial Intelligence report, Bit by Bit: How governments used technology to move the mission forward during COVID-19, Into the Storm: Using Artificial Intelligence to Improve Californias Disaster Resilience, More than Meets AI II: Building Trust, Managing Risk, 1. We offer key insights, data and legislative recommendations to help Congress improve the operations and management of the executive branch, support and strengthen the federal civil service, and become more responsive tothe diverse needs of our nation. 28. From . Whatever their level of experience, public sector organizations must put responsible AI principles at the center of their decision-making. Diversity, equity, inclusion and accessibility in the federal government: A way forward (2022). 30. 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. Washington, DC 20005 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. AI is often not the right tool when the consequencessuch as denial of much-needed financial assistanceof an AI tool making an incorrect decision have significant potential to negatively impact customers, and when correct decision-making requires complex thinking and evaluation for which AI is not well suited. Artificial intelligence is computers and software performing tasks typically associated with people, such as recognizing speech or images, predicting events based on past information, or making decisions. 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. Romero, Eric J. .dol-alert-status-error .alert-status-container {display:inline;font-size:1.4em;color:#e31c3d;} Partnership for Public Service. (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. "The effect of Hispanic ethnicity on the leadership process." Routledge, 2018. Diggs, Schnequa Nicole. 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. Biased tendencies can also affect our professional lives. 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. $60,711 to $91,067 Yearly. Negative numbers indicate how many less times a given adjective was used for a specific demographic than expected if it was equally represented across all demographic categories. Posted 9:17:25 PM. It also outlines recommendations for facilitating collaboration between technical and non-technical leaders, as both sets of perspectives are vital to ensuring responsible use of artificial intelligence. These findings highlight the persistence of common stereotypes about leaders and leadership in the federal government. Different agencies and levels of government have widely varying experience with using artificial intelligence in public service delivery. To accelerate hiring and weed out potential bias, government agencies could integrate data and . (202) 775-9111. Learn more about these solutions below. Overview of race and ethnicity data.20. White employees self-rated statistically significantly higher on the stewardship of public trust value than their colleagues with more diverse racial and ethnic backgrounds. 31. Antioch University, 2008. 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. Technical and non-technical leaders can improve their coordination by recognizing from the beginning that AI tools do not operate independently, but rather as part of a larger context. 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. See also: Partnership for Public Service and Microsoft, Into the Storm, July 9, 2020, 1. Based on these data points and previous research demonstrating that white men are often regarded as typical "leaders" in society,2567 we examined the open-ended question, Describe this person in up to three adjectives, and reviewed the most common adjectives used in the response. "Beyond a Numbers Game? The same is also true for diverse racial or ethnic groups, who make up about 40% of the U.S. population, but roughly 23% of the Senior Executive Service, about 47% of entry-level jobs and more than 50% of the clerical roles in our federal government.8, While this research series highlights the importance of having federal leadership that represents the whole of the U.S. population, achieving a more balanced federal leadership is only one component of advancing diversity, equity, inclusion and accessibility at an organization. Police officers appreciate the role security officers play, as they are an extra . Many public services, on the other hand, involve complex decisions where theres a lot more room for uncertaintyand where theres a really significant cost to getting it wrong, one public service expert said. Please note, many agencies have specific application guidelines for their employees. Our executive coaching team is dedicated to helping participants reach their leadership goals. The data used in, and outputs of, artificial intelligence models related to public service delivery should be representative of the eligible constituents of a particular public service. The adjective intelligent was used statistically significantly less for men of diverse racial and ethnic backgrounds than for any other group. While not in the list of top three adjectives, we include warm here for comparison since it has been used in the literature to describe a characteristic that women leaders are more often expected to display than leaders who are men. 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. But to successfully apply these principles, agencies need to have in place the building blocks that create an environment that fosters responsible AI use: data, talent and governance structures. Roadmap for Renewing our Federal Government, Best Places to Work in the Federal Government. Below are some of the specific considerations and questions non-technical leaders should address at each stage of the process. Responsibly evaluating, implementing and using artificial intelligence tools requires successful collaboration between technical and non-technical leaders. ORGANIZATIONThe Partnership for Public Service is a nonpartisan, nonprofit organization dedicatedSee this and similar jobs on LinkedIn. In addition, the adjective trustworthy is used statistically significantly less for white women than for any other group in our sample. Specifically, scores on the two core values stewardship of public trust and commitment to public good. 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. Please note that participants will not be permitted to switch between options during the program. 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. (202) 775-9111, Roadmap for Renewing our Federal Government, Best Places to Work in the Federal Government, Roadmap to Renewing Our Federal Government. "Leadership perceptions as a function of raceoccupation fit: The case of Asian Americans." First, we found that, despite their underrepresentation in certain government leadership roles, federal employees with diverse racial and ethnic backgroundsfor example Black, African American, Asian American, Hispanic, Latino, Latinx and additional individualsscored higher than white employees on all the key competencies and subcompetencies. Klein, Sheri R., and Read Montgomery Diket. This research brief from the Partnership for Public Service and Microsoft examines how principles of responsible artificial intelligence can apply to government service delivery and offers recommendations and considerations that non-technical government leaders should take into account as they decide whether and how to incorporate AI tools into their services. Journal of Applied Psychology 95.5 (2010): 902. Kalnicky holds a Ph.D. in Ecology and has led behavioral research and evaluation studies across the globe. Washington, DC 20005 Join the Orlando Economic Partnership for a networking event featuring more than 900 of the area's top business leaders and elected officials. Since 2002, weve trained more than 15,000 college students, including federal interns who return to campus to finish their degrees. This is the third brief in the Partnership for Public Services LeadHERship series, which explores these issues in greater depth. "Can an agentic Black woman get ahead? Diggs, S.N. as well as at individual departments, agencies and subcomponents. This finding also highlights the need to build performance management systems that promote equity in career advancement and leadership opportunities. 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. 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. The program also includes a one-hour virtual orientation session. Galton, Francis. Subscribe to our emails to receive our latest news and updates. Similarly, we found significant differences in the top adjectives used to describe the federal leaders in our sample based on race and gender. Family-school-community partnerships are a shared responsibility and reciprocal process whereby schools and other community agencies and organizations engage families in meaningful and culturally appropriate ways, and families take initiative to actively support their children's development and learning. 20. Highlight best practices for how to make the case for and develop AI solutions.
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