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. Partnership for Public Service 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. Yet, research shows there is bias in property valuations at . 1w. Many experts have created frameworks that aim to provide guardrails to help organizations take advantage of AIs capabilities while avoiding its potential risks. 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. White men were provided with more positively framed feedback to improve their leadership than white women. 20. The difference between the observed and expected values is statistically significant. How frequently these words were used varied in a statistically significant way depending on the race/ethnicity and gender of the federal leader. The federal government-wide Best Places to Work employee engagement and satisfaction score for 2021 is 64.5 out of 100, a 4.5-point decrease from 2020. Front Row: Assistant Secretary Kathleen Martinez and Max Stier, President & CEO, Partnership for Public Service. All these trends highlight specific interventions and strategies that leadership development programs should prioritize to build a more equitable and inclusive federal leadership corps. One tally counts over 160 published frameworksfrom organizations as diverse as the American Medical Association and the New York Timesdelineating how automated decision-making tools can be developed and implemented ethically. 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). All employees, regardless of race/ethnicity, rated themselves lower than they were rated by others on all competencies and core values. 7. 13,082 followers. Baldner, Conrad, and Antonio Pierro. #block-googletagmanagerheader .field { padding-bottom:0 !important; } Without robust attention to representativeness, an AI model in this situation could fail to perform correctly and could even worsen service delivery. White employees self-rated statistically significantly higher on the stewardship of public trust value than their colleagues with more diverse racial and ethnic backgrounds. $190K-$220K Per Year (Employer est.) 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. Each session is three hours long and held from 9:00 a.m. - 12:00 p.m. EDT/EST. Sep 20, 2022. .table thead th {background-color:#f1f1f1;color:#222;} In addition to this list, mentorship is often considered a tool for underrepresented groups to advance in their career. The changes reflect new statutes and policies and . "Does diversity-valuing behavior result in diminished performance ratings for non-white and female leaders?." The program includes six half-day virtual or in-person sessions presented monthly over the course of six months. Public Service Leadership Model. Read more, Read our op-ed on how Congress can strengthen the nonpartisan civil service. Booz Allen Hamilton has been at the forefront of management consulting for businesses and governments for more than 90 years. This field is for validation purposes and should be left unchanged. As appropriate, convene or participate in forums, round table discussions, or stakeholder meetings on employer leadership issues to help forge innovative solutions in the workplace on recruiting, hiring, retaining and promoting people with disabilities. 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. 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. 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. p.usa-alert__text {margin-bottom:0!important;} Summer 2023 application open through November 27, 2022. 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. Impact of Diversity and Inclusion on the Perception of Organizational Justice." 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. Once accepted into the program, each participant will be assigned to a cohort led by an executive coach. Management in Education 32.4 (2018): 152-159. The rankings and accompanying data provide a means of holding federal leaders accountable for the . Public Administration Review 69.3 (2009): 383-386. ThePartnership for Public Serviceis a nonprofit, nonpartisan organization, whose mission is to build a better government and a stronger democracy. 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 . print and electronic media, electronic assistance tools and ODEP's and the PPS's Web sites) to employers. Yet, trust in government has been negatively . Please note, many agencies have specific application guidelines for their employees. 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. 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. Vice President, Research, Evaluation and Modernizing Government. 31. 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/. Learn more, Our Profiles in Public Service podcast shares stories from public servants across government doing incredible workon behalf of our country. Washington, DC 20005. After graduating from Harvard in 1963, Heyman [] Livingston, Robert W., Ashleigh Shelby Rosette, and Ella F. Washington. Romero, Eric J. The program also includes a one-hour virtual orientation session. 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. 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. 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. 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. 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. .cd-main-content p, blockquote {margin-bottom:1em;} The PPS pursues those goals by: Assistant Secretary Kathleen Martinez and Max Stier, President & CEO, Partnership for Public Service, sign ODEP's Alliance Agreement. Vice President, Leadership Development, Christina Schiavone It is also older. We recommend future research to explore if this trend persists in the data. Figure 3. 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. From . Brandon Lardy, "A revealing look at racial diversity in the federal government," Partnership for Public Service, July 14, 2020. 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. The state judiciary last Wednesday released new internal guidelines on handling EEO complaints for harassment and other types of discrimination. This finding suggests that gender continues to affect the type of feedback leaders receive, which may hinder leadership development opportunities for women and help explain why they remain underrepresented in certain senior government roleseven while the number of white women in these roles has grown in recent years.3. Men from this same demographic were identified as warm the least. dismantling bias, inclusion, sharing power, responsible & transparent use of power . The individuals listed below generously offered their input on how government leaders can apply responsible AI principles to the use of artificial intelligence in public service delivery. Suite 600 Retrieved from bit.ly/3FIe9NZ. A. Burey. Klein, Sheri R., and Read Montgomery Diket. 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. Washington, DC 20005 Participants will choose to participate in the full program either virtually or in-person. L. Rev. Specifically, scores on the two core values stewardship of public trust and commitment to public good. Collaborate with other Alliance participants on employer issues that are identified through the Alliance Program. Diggs, Schnequa Nicole. 22. 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. Microsofts mission is to empower every person and every organization on the planet to achieve more. 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. Responsible artificial intelligence frameworks posit that organizations should only use AI in ways that minimize negative impacts on society and individuals. Public Administration Review 82.3 (2022): 537-555. Washington, DC 21d. 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. Raise others' awareness of and demonstrate their own commitment to the advancement of employment for people with disabilities whenever PPS leaders address groups. Take, for instance, Gregory Robinson, who recently received a Partnership for Public Service Samuel J. Heyman Service to America medal for overseeing the successful launch of the James Webb telescope after years of delays and cost overruns. Join the Orlando Economic Partnership for a networking event featuring more than 900 of the area's top business leaders and elected officials. In the event of a conflict, please notify a Partnership staff member as soon as possible, even before the first session is held. International Journal of Leadership Studies 3.2 (2008): 142-161. We host informational webinars and go to college campuses to train students on how to apply for federal jobs. Table 1. See website for registration details. 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.. The Partnership teams up with federal agencies and other stakeholders to make our government more effective and efficient. Figure 5. We have identified eight main solutions that we believe are critical to improving the way our government works so that it can better serve the public. 27. Race, gender and public service leadership, Overview of demographic data for the individual leaders being rated. 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. 11. A Revealing Look at Racial Diversity in the Federal Government, August 26, 2021. Emily Kalnicky oversees and advances efforts at the Partnership to understand and improve overall program effectiveness and mission achievement through monitoring and evaluation data. Artificial intelligence has the potential to improve how government worksmore so than any other recent technological innovation. Partnership for Public Service and Accenture Federal Services, "Government for the People: Designing for Equitable and Trusted Customer Experiences," Nov. 16, 2021. 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. 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. What should I do if I must miss parts of a session or an entire session? Overview of race and ethnicity data.20. Suite 600 We also found that white women received the least positively framed feedback of these groups. Work with ODEP to provide expertise on key industry issues as they pertain to the employment of people with disabilities. Phase 1 of the project ran from 2016 to 2019, and Phase 2 of the project will run until December 2024. Generally, AI faithfully learns from the training data its fed but doesnt automatically highlight qualitative issues that could contribute to skewed results, said the GAOs Ariga, noting that agencies must be particularly vigilant in building and training AI models to prevent automating biased outcomes. For more information, contact: Julia Barr [emailprotected] 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. (2020). 19. The .gov means its official. Washington, DC 20005 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. A key facet of responsible AI is understanding when AI is or is not well-suited to address a specific problem. 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. Additionally, we recommend critically examining practices and policies for areas of implicit bias and seeking expertise to minimize the impact implicit bias may have on employee experience and engagement. Nelson, Ashley, and Jaclyn Piatak. Kalnicky holds a Ph.D. in Ecology and has led behavioral research and evaluation studies across the globe. 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. 600 14th Street NW There are many different types of biases, both unconscious and conscious. Portillo, Shannon, Nicole Humphrey, and Domonic A. Bearfield. At PAI, equity and inclusion are core values which we seek to promote among our Partner organizations, in our own work, and throughout the greater AI field, including in machine learning and other automated decision-making systems. Responsibly evaluating, implementing and using artificial intelligence tools requires successful collaboration between technical and non-technical leaders. The program also includes a one-hour virtual orientation session. ActionAid International (AAI), Eastern and Southern Africa Small Scale Farmers' Forum (ESAFF), SAfAIDS, and Public Service Accountability Monitor (PSAM) of Rhodes University. 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 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. In all, these findings suggest that federal leaders gender, or racial/ethnic background affects how they are perceived by their colleagues and coworkers. 29. Routledge, 2018. 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. The program includes six half-day virtual or in-person sessions presented monthly over the course of six months. Hekman, David R., et al. Men of diverse racial and ethnic backgrounds received more positively framed feedback than diverse groups of women. World Economic Forum, Global Gender Gap Report 2021. 3. Its often a very disconnected conversation between the development of an AI tool and its implementation in the context of a program, noted Ariga of the GAO. In terms of psychological testing, at least two measures exist that tap into bias and tolerance. Also, scores on the four key competenciesbecoming self-aware, engaging others, leading change and achieving resultsand 20 subcompetencies. "Beyond a Numbers Game? This rating has decreased by -6% over the last 12 months. Before sharing sensitive information, make sure youre on a federal government site. Whatever their level of experience, public sector organizations must put responsible AI principles at the center of their decision-making. Johnson III, Kevin. These results were statistically significantly higher on all four core competencies and 15 of 20 subcompetencies. Partnership for Public Service. Considering questions such as how will frontline employees interpret model outputs and what are the privacy implications of using this system will help technical and non-technical leaders find concrete points of collaboration and ensure the AI tool is well-integrated into the broader system. 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. The Partnership for Public Service is a nonpartisan, nonprofit organization dedicated to building a better government and a stronger democracy. Responsible use of artificial intelligence for public service delivery also requires strong governance structures that facilitate collaboration and agility. #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;} Chief Data Scientist and Director of Innovation Lab, Partnership for Public Service Partnership for Public Service We have high standards for our participants. Bearfield, Domonic A. Partnership for Public Service. 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. 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