Andere Kunden interessierten sich auch für
![Demographic Diversity of the Science, Technology, Engineering, and Mathematics (Stem) Workforce in the U.S. Department of Defense]( "Demographic Diversity of the Science, Technology, Engineering, and Mathematics (Stem) Workforce in the U.S. Department of Defense")
Demographic Diversity of the Science, Technology, Engineering, and Mathematics (Stem) Workforce in the U.S. Department of Defense38,99 €![Assessment of Two-Year Probationary Period Usage Within the Defense Civilian Workforce]( "Assessment of Two-Year Probationary Period Usage Within the Defense Civilian Workforce")
Assessment of Two-Year Probationary Period Usage Within the Defense Civilian Workforce47,99 €![Physical Fitness Standards to Support Readiness and Deployability]( "Physical Fitness Standards to Support Readiness and Deployability")
Physical Fitness Standards to Support Readiness and Deployability48,99 €![Emerging Options for Field-Grade Officer Promotions in the U.S. Air Force]( "Emerging Options for Field-Grade Officer Promotions in the U.S. Air Force")
Emerging Options for Field-Grade Officer Promotions in the U.S. Air Force36,99 €![Managing Military Personnel Costs]( "Managing Military Personnel Costs")
Managing Military Personnel Costs29,99 €![Forecasting Religious Affiliation in the United States Army]( "Forecasting Religious Affiliation in the United States Army")
Forecasting Religious Affiliation in the United States Army31,99 €![Soldier Preferences and Retention Effects of Changes in Army Reserve Training Requirements]( "Soldier Preferences and Retention Effects of Changes in Army Reserve Training Requirements")
Soldier Preferences and Retention Effects of Changes in Army Reserve Training Requirements33,99 €
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.