A Diverse and Trusted Workforce: Examining Elements that Could Contribute to the Potential for Bias and Sources of Inequity in National Security Personnel Vetting

Abstract

Applicants for national security positions are required to provide detailed and 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 individuals race or ethnicity, gender, gender identity, sexual orientation, or neurodivergence (neurodiversity being the diversity of all cognitive functions) may be knowable or inferred by the personnel conducting the investigations and adjudications. This study explored the potential for bias or sources of inequity within the federal personnel vetting process. Such potential biases and inequities could inhibit the U.S. governments goals and abilities to hire national security personnel with diverse backgrounds and varied perspectives.

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Document Details

Document Type
Technical Report
Publication Date
Nov 01, 2023
Accession Number
AD1214172

Entities

People

  • Amy B. Cross
  • David Stebbins
  • Jessica W. Paige
  • Samantha Ryan
  • Sarah Zelazny
  • Sina Beaghley

Organizations

  • RAND Corporation

Tags

Communities of Interest

  • Biomedical
  • Human Systems

DTIC Thesaurus Topics

  • African Americans
  • Crime
  • Employment
  • Ethnic Groups
  • Families (Human)
  • Gender Discrimination
  • Health Services
  • Homosexuality
  • Human Population
  • Intelligence Community (United States)
  • Medical Personnel
  • National Security
  • Organizational Structure
  • Personnel Management
  • Prejudice
  • Psychology
  • Public Policy
  • Recreation
  • Security Personnel
  • Social Sciences
  • Sociology

Readers

  • Geospatial Intelligence and Artificial Intelligence Analytics
  • Joint Military Operations and Doctrine.
  • Organizational Psychology.

Technology Areas

  • AI & ML
  • AI & ML - DoD AI Strategy