Fostering diversity and inclusion (D&I) is a major challenge confronting the contemporary American administrative state. The asymmetric distribution of authority within U.S. federal agencies is critical for understanding employee perceptions of agency D&I efforts. Leveraging data from approximately 2.51 million U.S. federal employees across 105 agencies between 2010 and 2019, the statistical evidence demonstrates that authority differentials, reflected by the relative gender and racial balance of supervisory and non-supervisory personnel within U.S. federal agencies, predict employees’ evaluations of agency efforts at fostering D&I. Although these authority differentials have similar effects on employee D&I evaluations for both men and women, minority employees exhibit more sanguine assessments of agency D&I efforts than compared to non-minority colleagues predicated on such authority differentials. The statistical relationship between authority differentials and employees’ agency D&I evaluations is most pronounced for women minority employees, as well as for those holding supervisory positions.

中文翻译：

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改善公共组织内的社会公平性：权力差异作为促进美国联邦机构内部多样性和包容性的参考点


促进多样性和包容性 （D&I） 是当代美国行政国家面临的主要挑战。美国联邦机构内部的权力分配不对称对于了解员工对机构 D&I 工作的看法至关重要。利用 2010 年至 2019 年间 105 个机构中约 251 万名美国联邦雇员的数据，统计证据表明，美国联邦机构内部监督和非监督人员的相对性别和种族平衡所反映的权力差异可以预测员工对机构在促进 D&I 方面所做的努力的评估。尽管这些权威差异对男性和女性的员工 D&I 评估具有相似的影响，但与基于此类权威差异的非少数族裔同事相比，少数族裔员工对机构 D&I 工作的评价更加乐观。权力差异与雇员机构 D&I 评估之间的统计关系在女性少数族裔雇员以及担任监督职位的员工中最为明显。