Raise others' awareness of and demonstrate their own commitment to the advancement of employment for people with disabilities whenever PPS leaders address groups. 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. 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. Washington, DC 20005. A partnership across the University of New Mexico, city of Albuquerque, state and city emergency operations centers, nonprofits, primary health care clinics, the city department of health, and the Medical Reserve Corps used the community-based participatory research (CBPR) model as a planning and evaluation tool (19). In our first brief, we described in detail the differences in how men and women scored on the core values, competencies and subcompetencies of the Public Service Leadership Model based on data collected through the Public Service Leadership 360 assessment tool. .table thead th {background-color:#f1f1f1;color:#222;} Retrieved from: www3.weforum.org/docs/WEF_GGGR_2021.pdf. 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. In our previous brief, we found that individuals, regardless of gender, rated themselves statistically significantly lower than others rated them on all key competencies and core values. Of those, 1,123 were self-ratings, and 14,007 were ratings completed by othersfor example, managers, direct reports, friends or family, or colleagues. When examining questions that asked raters to offer constructive feedback about employees in our sample, we discovered that white women received more negatively framed comments than white men and that women of diverse racial and ethnic backgrounds received more negatively framed comments than men of diverse backgrounds. Privacy Policy "Leadership and intersectionality: Constructions of successful leadership among Black women school principals in three different contexts." 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. Hoang, Trang, Jiwon Suh, and Meghna Sabharwal. Table 1. Listen in, Our Best Places to Work in the Federal Government Rankings are the authoritative rating of employee engagement in government. Personal life. The difference between the observed and expected values is statistically significant. Positive numbers indicate how many more times a given adjective was used than expected. Retrieved from, 2. Women are underrepresented in federal leadership positions, making up just 27.3% of the U.S. Congress in 2021 1. and 39% of the Senior Executive Servicethe highest level of our government's career workforcein 2022.. 29. (202) 775-9111. It is very important to have cooperation between both of the public and private sectors. "The upand downside of dual identity: Stereotype threat and minority performance." 5 . The intersection of race bias and public policy resonates deeply with Western values. 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. 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. And the October 2022 Blueprint for an AI Bill of Rights released by the Biden administration outlines principles that seek to protect the public in their interactions with automated systems. (202) 775-9111. Figure 2. 3. Different agencies and levels of government have widely varying experience with using artificial intelligence in public service delivery. 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. Current Directions in Psychological Science 19.1 (2010): 14-18. This year's report details key initiatives needed to further build a customer-centric mindset and accountability across every government function. 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. 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. Learn more about these solutions below. 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 . Washington, DC 20005 By inspiring a new generation to servethats youand working with federal leaders to bring top talentyou again!into the workforce, we are transforming the way government works. Similarly, we found significant differences in the top adjectives used to describe the federal leaders in our sample based on race and gender. Leaders can collaborate better when they focus on ensuring the tool is achieving intended outcomes rather than getting caught up in technical specifications or program management frameworks. Note:We are unable to provide individual counseling about the federal application process. The trends we uncovered present multiple areas of future exploration, including: It is well understood that top-performing organizations have more diverse leadership.30 While the Biden administration has prioritized DEIA-focused strategies for the federal workforce, they alone are not enough to create an equitable, inclusive and accessible government workplace. Diggs, S.N. Our findings warrant future research to better understand how implicit bias affects the workplace experience of specific groups of federal employees. 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. Identify employer specific issues of concern to which the Alliance should direct particular attention and resources. 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. (202) 775-9111, LeadHERship in Federal Government: How Women Lead. Suite 600 15. Suite 600 Join the Orlando Economic Partnership for a networking event featuring more than 900 of the area's top business leaders and elected officials. 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. The daughter and granddaughter of public servants, she grew up with a deep respect for federal workers and their dedication to working on behalf of the public. Read news stories about the Best Places to Work in the Federal Government rankings. 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. Retrieved from. 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. 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. Sep 20, 2022. 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. Retrieved from, 6. For example, gender stereotypes may reinforce and exacerbate womens access to certain federal leadership positions. Washington, DC 20005 I am just beginning to see that connection [between data quality and readiness for AI] happen in a meaningful operational way in state and local governments, said Takai of the Center for Digital Government. Table 2. (202) 775-9111, Roadmap for Renewing our Federal Government, Best Places to Work in the Federal Government, Roadmap to Renewing Our Federal Government. 600 14th Street NW The chart below highlights the percentage of respondents that used a given term to describe the federal leader. Management in Education 32.4 (2018): 152-159. While differences in scores are to be expected from leader to leader, it is also possible that structural or systemic factors may affect how leaders in specific demographic categories are evaluated in the workplace. EIN: 06-1540513. For more than 20 years, we have helped make this . In addition, the adjective trustworthy is used statistically significantly less for white women than for any other group in our sample. Average scores on core values and key competencies for the intersection of gender and race/ethnicity. In the Papa Pounamu work programme, addressing bias means more than just unconscious bias training. In brief. Annually, Accenture and the Partnership for Public Service document government's progress on customer experience and profile high-impact services. Washington, DC 20005 Should you miss any part of a session, we will work with you to provide resources for content missed. However, some organizations are addressing questions of AI and data quality separately rather than as intertwined considerations. By developing the skills and abilities of federal leaders at all levels and providing forums for them to discuss shared challenges and solutions, the Partnership helps leaders become agents of change within their own agencies and across government. 1w. "Intersectionality, leadership, and inclusion: How do racially underrepresented women fare in the federal government?." Livingston, Robert W., Ashleigh Shelby Rosette, and Ella F. Washington. Read more. The program also includes a one-hour virtual orientation session. 600 14th Street NW We used sentiment analysis to measure the degree to which the answer to this question was framed positively or negatively. Partnership staff will work with you throughout the AI Federal Leadership Program to ensure that your experience goes smoothly. The Sammies honorees represent the many exceptional career public servants who are breaking down barriers, overcoming huge challenges and getting results. How do we help you find a job in government? Read our 2021-2022 Impact Report. Explaining the algorithm itself is likely not sufficient, said Vince Dorie, principal data scientist at Code for America. Partnership for Public Service 600 14th Street NW Suite 600 Washington, DC 20005 (202) 775-9111 Washington, DC 20005 #block-googletagmanagerfooter .field { padding-bottom:0 !important; } Diggs, Schnequa Nicole. 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. Learn more, Read our 2021-2022 Impact Report. And while technical experts play an integral role in deciding whether and how to employ artificial intelligence, many more of the government leaders who contribute to this processprogram managers, acquisition professionals, lawyers and frontline service providerslack technical backgrounds. Agencies also should consider how to establish governance processes that facilitate agility, so that they can adapt as circumstances change and continue to adhere to responsible AI principles. Baysu, Glseli, and Karen Phalet. 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. Retrieved from bit.ly/3FIe9NZ. Impact of Diversity and Inclusion on the Perception of Organizational Justice." Before beginning AI initiatives, organizations should be sure they have in place processes that enable collaborative decision-making that takes into account the many perspectives needed for truly responsible AI use. 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. (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. Talent is also a crucial building block for responsible AI use. 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. Partnership for Public Service. Heilman, Madeline E., Caryn J. They can influence actions and decisions such as whom we hire or promote, how we interact with persons of a particular group, what advice we consider, and how we conduct performance evaluations. 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. Suite 600 Schmader, Toni. . Artificial intelligence has the potential to improve how government worksmore so than any other recent technological innovation. 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. In this brief, we examine how racial and ethnic identity intersect with gender to affect federal leaders workplace experience. 13. Partnerships for Better Public Services. See also: Partnership for Public Service and Microsoft, Into the Storm, July 9, 2020, 1. Various public sector organizations in the United States also have begun work on frameworks for responsible artificial intelligence use. X2 (6, N = 12,792) =24.76, p = .05.22. #block-googletagmanagerheader .field { padding-bottom:0 !important; } 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. "Leadership perceptions as a function of raceoccupation fit: The case of Asian Americans." We also provide valuable training sessions and other custom employee engagement offerings to help agencies better support the federal workforce. Chief Data Scientist and Director of Innovation Lab, Partnership for Public Service We greatly appreciate their time and counsel. Henne, Kathryn. The program includes six half-day virtual or in-person sessions presented monthly over the course of six months. 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. Liu, Helena. Partnership for Public Service Terms of Use The Partnership for Public Service is a nonpartisan, nonprofit organization dedicated to building a better government and a stronger democracy. (202) 775-9111. "The affirmative action stigma of incompetence: Effects of performance information ambiguity." Initiative for Gender Equity in the Public Sector. Best-in-class private sector organizations understand that increased employee engagement and satisfaction lead to better performance and outcomes, and federal leaders need to follow suit by placing greater emphasis on improving the workforce and the workplace culture. About Us. The question of why leaders of diverse racial and ethnic backgrounds rated themselves lower on the value of stewardship of public trust than their white colleagues highlights a need for further research, especially as there are high levels of public mistrust in the federal government. To reset your password, submit your username or your email address below. . The standards above are among the many principles that can guide public sector leaders in ensuring their use of artificial intelligence in service delivery is responsible and contributing to the public good. Responsibly evaluating, implementing and using artificial intelligence tools requires successful collaboration between technical and non-technical leaders. Promote ODEP-funded technical assistance services, such as the Job Accommodation Network and the Employer Assistance and Resource Network on Disability Inclusion. These women also indicated that others may use certain adjectives or leadership characteristics to describe men in a positive waybut not womenin the workplace. The Partnership for Public Service is a nonpartisan, nonprofit organization dedicated to building a better government and a stronger democracy. Some of these terms were used to positively assess leaders who are men, but negatively to assess leaders who are women. Across all countries, women receive a public-sector wage premium of 27%, as compared to 11% for men (controlling for age and education). "Beyond a Numbers Game? The Partnership for Public Service is a nonpartisan, nonprofit organization dedicated to building a better government and a stronger democracy. Honoree Archive. 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. 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