United States. Department Of Defense;

From the document: "This report covers unidentified anomalous phenomena (UAP) reports from May 1, 2023 to June 1, 2024 and all UAP reports from any previous time periods that were not included in an earlier report. The All-domain Anomaly Resolution Office (AARO) received 757 UAP reports during this period; 485 of these reports featured UAP incidents that occurred during the reporting period. The remaining 272 reports featured UAP incidents that occurred between 2021 and 2022 but were not reported to AARO until this reporting period and consequently were not included in previous annual UAP reports. AARO resolved 118 cases during the reporting period, all of which resolved to prosaic objects such as various types of balloons, birds, and unmanned aerial systems (UAS). As of May 31, 2024, AARO has an additional 174 cases queued for closure, pending a final review and Director's approval. As of the publishing date of this report, all 174 cases have been finalized as resolved to prosaic objects including balloons, birds, UAS, satellites, and aircraft. Many other cases remain unresolved and AARO continues collection and analysis on that body of cases. It is important to underscore that, to date, AARO has discovered no evidence of extraterrestrial beings, activity, or technology. None of the reports AARO received during the reporting period indicated that observers suffered any adverse health effects."

United States. All-Domain Anomaly Resolution Office. 14 NOV, 2024. 18p.

By Patrick M. Kline, Evan K. Rose, and Christopher R. Walters

We develop an empirical Bayes ranking procedure that assigns ordinal grades to noisy measurements, balancing the information content of the assigned grades against the expected frequency of ranking errors. Applying the method to a massive correspondence experiment, we grade the race and gender contact gaps of 97 U.S. employers, the identities of which we disclose for the first time. The grades are presented alongside measures of uncertainty about each firm’s contact gap in an accessible report card that is easily adaptable to other settings where ranks and levels are of simultaneous interest.

Chicago: University of Chicago, The Becker Friedman Institute for Economics 2(BFI) , 2024

By Brittany Torrez, LaStarr Hollie, Jennifer Richeson, and Michael Kraus

Despite a checkered racial history, people in the US generally believe the nation has made steady, incremental progress toward achieving racial equality. In this paper, the researchers investigate whether this US racial progress narrative will extend to how the workforce views the effectiveness of organizational efforts surrounding diversity, equity, and inclusion (DEI). Across three studies (N = 1,776), they test whether Black and White US workers overestimate organizational racial progress in executive representation. Torrez, Hollie, Richeson, and Kraus also examine whether these misperceptions, surrounding organizational progress, drive misunderstandings regarding the relative ineffectiveness of common organizational diversity policies. Overall, they find evidence that US workers largely overestimate organizational racial progress, believe that organizational progress will naturally improve over time and that these misperceptions of organizational racial progress may drive beliefs in the effectiveness of DEI policies.

Evanston, IL: Northwestern University, Institute for Policy Research, 2024. 49p.