Select in-person sessions are followed by an optional one-hour networking lunch. 12. 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. 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. 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. Klein, Sheri R., and Read Montgomery Diket. 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. 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. Each session is three hours long and held from 9:00 a.m. - 12:00 p.m. EDT/EST. The data from the 360 assessment is thus important not only at the individual level, but also at a systems level. 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/. The changes reflect new statutes and policies and . 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. 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. The government workforce is more educated and more white-collar than the private-sector workforce. 115-131. Subscribe to our emails to receive our latest news and updates. 7. Retrieved from, 4. Educate agency decision-makers on the opportunities around AI. 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. 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. 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. 4. Nelson, Ashley, and Jaclyn Piatak. 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. AI tools use data to learn a task, and they continue to improve at functions such as transferring information from paper into computers, recognizing images, answering questions by quickly finding relevant information in databases or documents, detecting patterns in data, making decisions about simple queries and predicting someones behavior based on past conduct. 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 Livingston, Robert W., Ashleigh Shelby Rosette, and Ella F. Washington. The existing resources on standards for responsibly using artificial intelligence often focus on technical and data specifications.5 These are fundamental considerations, but such recommendations are often difficult to understand for those without deep technical knowledge. 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. 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. White men were identified as intelligent the most in our sample. In all, these findings suggest that federal leaders gender, or racial/ethnic background affects how they are perceived by their colleagues and coworkers. (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 field is for validation purposes and should be left unchanged. (202) 775-9111. Average scores on core values and key competencies for the intersection of gender and race/ethnicity. BCG is a global management consulting . AI might be the right solution for an agency looking to answer website visitors simple questions via a chatbot, but might not be an appropriate choice to evaluate the likelihood an applicant will commit benefits fraud. White women were identified as hardworking the most in our sample. Her appreciation of the importance of using data to support decisions and improve effectiveness has spanned her career in nonprofits, academia, and government agencies. "Beyond a Numbers Game? Speak, exhibit, or appear at ODEP or PPS events. 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. The strategy for revitalizing public service is pursued through three strategic goals: securing the right talent, fueling innovation and efficiency, and building public support for the nation's civil service. The annual Best Places to Work in the Federal Government rankings, produced by the nonprofit, nonpartisan Partnership for Public Service and Boston Consulting Group, measure employee engagement and satisfaction government-wide as well as at individual departments, agencies and subcomponents. The Partnership for Public Service (PPS) is a nonprofit, nonpartisan organization that works to revitalize the federal government by inspiring a new generation to serve and by transforming the way government works. 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. 20. Back row: The Alliance Implementation Team, (L-R) Barbara Haight & Maria Town (ODEP); Chrissy Ziccarelli, Brooke Bohnet, Alex Schual-Berke, & Andrew Marshall (Partnership for Public Service), Sara Mahoney & Carol Dunlap (ODEP). Women of diverse racial and ethnic backgrounds were identified as trustworthy the most in our sample. 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. Although these agencies represent a small fraction of those that improved, others can apply these successes to create a better employee experience. Yes, you can reapply if you meet the programs minimum qualifications. Provide expertise in developing information on the advancement of employment of people with disabilities and in communicating such information (e.g. Review of Public Personnel Administration 37.2 (2017): 160-182. Academy of Management Journal 60.2 (2017): 771-797. Overview of race and ethnicity data.20. Examining difference in perception of the value of stewardship of public trust based on race or ethnicity, as well as additional social identities. Retrieved from bit.ly/3FIe9NZ. 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. For more than 20 years, we have helped make this . Before sharing sensitive information, make sure youre on a federal government site. In this brief, we used the same statistical test, an independent samples t-test, to compare average scores on self-ratings and others ratings for employees with diverse racial and ethnic backgrounds and white employees. The chart below highlights the percentage of respondents that used a given term to describe the federal leader. 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. 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. "Intersectionality of gender and race in governmental affairs." Whether agencies are building their own AI systems or acquiring them from outside vendors, they should ensure they have sufficient expertise to evaluate and operate artificial intelligence tools. Annually, Accenture and the Partnership for Public Service document government's progress on customer experience and profile high-impact services. 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. Legal name of organization: PARTNERSHIP FOR PUBLIC SERVICE INC. Close. 17. "Intersectionality in public leadership research: A review and future research agenda." 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. SAfAIDS, and Public Service Accountability Monitor (PSAM) of Rhodes University. The Partnership teams up with federal agencies and other stakeholders to make our government more effective and efficient. The racial and ethnic breakdown of these employees is in the figure below: !function(){"use strict";window.addEventListener("message",(function(e){if(void 0!==e.data["datawrapper-height"]){var t=document.querySelectorAll("iframe");for(var a in e.data["datawrapper-height"])for(var r=0;r*/. The Government Accountability Offices 2021 AI Accountability Framework describes how key practices in the areas of governance, data, performance and monitoring can assist public sector organizations in ensuring responsible AI use. Hoang, Trang, Jiwon Suh, and Meghna Sabharwal. In the event of a conflict, please notify a Partnership staff member as soon as possible, even before the first session is held. Also, scores on the four key competenciesbecoming self-aware, engaging others, leading change and achieving resultsand 20 subcompetencies. These scores are based on data collected through the Public Service Leadership 360 assessment tool. Partnership CEO Max Stier and Dr. Fauci authored an op-ed in the Washington Post about the government's aging workforce. 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