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A Diverse and Trusted Workforce Examining Elements That Could Contribute to the Potential for Bias and Sources of Inequity in National Security Personnel Vetting / SINA BEAGHLEY, JESSICA WELBURN PAIGE, DAVID STEBBINS, SARAH ZELAZNY, SAMANTHA RYAN, AMY BURNETT CROSS.
Lippincott Library HF5549.5.E429 B43 2023
Available
- Format:
- Book
- Author/Creator:
- Beaghley, Sina
- Series:
- Research report (Rand Corporation) ; A1987-1.
- Report ; A1987-1
- Language:
- English
- Subjects (All):
- United States. Department of Defense--Personnel management.
- United States.
- Employee screening--United States.
- Employee screening.
- Security clearances--United States.
- Security clearances.
- Discrimination in employment--United States.
- Discrimination in employment.
- Intelligence service--United States.
- Intelligence service.
- Intelligence Community.
- Racial Equity.
- United States Department of Defense.
- Workforce Diversity.
- Workforce Management.
- Workplace Discrimination.
- Local Subjects:
- Intelligence Community.
- Racial Equity.
- United States Department of Defense.
- Workforce Diversity.
- Workforce Management.
- Workplace Discrimination.
- Physical Description:
- xi, 86 pages : illustrations ; 26 cm
- Place of Publication:
- Santa Monica, CA : RAND, 2023
- Summary:
- Applicants for the national security workforce are required to provide detailed personal information as part of the background investigation process to adjudicate their eligibility for a security clearance. As a result, during the course of the personnel vetting process, an individual's race or ethnicity, gender, gender identity, sexual orientation, and neurodivergence may be knowable or inferred by the personnel conducting the investigations and adjudications. Human judgment and biases that manifest themselves in other employment or social contexts have the potential to contribute to bias and sources of inequity in the human element of the process of determining security clearance eligibility. The authors explore the potential for related bias or sources of inequity within the federal personnel vetting process. Such potential biases and inequities could inhibit the U.S. government's goals and abilities to hire and maintain national security personnel with diverse backgrounds and perspectives.
- Contents:
- Chapter One: Introduction and Background
- Chapter Two: Literature Review
- Chapter Three: Observations and Themes from Discussions with Personnel Vetting and DEIA Experts
- Chapter Four: Conclusions, Observations, and Recommendations
- Appendix A: An Initial Framing Approach
- Strategic Questions for Evaluating Personnel Vetting Forms and Guidelines
- Appendix B: Literature Review Methods
- Appendix C: Discussant List and Discussion Protocols
- Appendix D: Dedoose Discussion Analysis Coding Scheme.
- Notes:
- Title from PDF document (title page; viewed October 27, 2023)
- "RAND NATIONAL DEFENSE RESEARCH INSTITUTE"
- "Prepared for the Performance Accountability Council Program Management Office"
- Includes bibliographical references (pages 81-86)
- Description from electronic resource
- ISBN:
- 1977411517
- 9781977411518
- OCLC:
- 1407406625
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