Expand AAPI Federal employment opportunities through increased recruitment, retention, and promotion efforts by establishing partnerships with Asian American Native American Pacific Islander Serving Institutions (AANAPISI) to increase outreach to AAPI communities, build the career pipeline at the entry level side, and develop data and research agendas.
Conduct an assessment of the agency's language capability/skills.
Develop Geographic Information System (GIS) maps on emerging AAPI communities across the U.S, for inclusion in briefing packets that prepare DOT leadership for nation-wide public engagement meetings.
Use DOT's existing Tribal Consultation Policy to work with the Native Hawaiian Community and to develop ways to improve DOT's communication and coordination with Native Hawaiians.
Continue efforts of the Limited English Proficient (LEP) Working Group to produce services and materials relevant to the AAPI community by finalizing language access plan and fully implement services across DOT in compliance with Executive Order 13166.
Increase AAPI participation in DOT’s Office of Small and Disadvantaged Business Utilization (OSDBU) programs and in DOT’s Small Business Transportation Resource Centers (SBTRC) by increasing outreach to disadvantaged AAPIs and small business communities and increase their participation in DOT grants and Bonding Education Programs.
Ensure that discussion on DOT transit projects and their impact on AAPI enclaves are included in the mandatory Scorecard meeting with Operating Administrators by utilizing the GIS maps referenced above to determine whether any pending transit projects are located in communities with prominent or emerging AAPI populations; include discussion of these specific projects and communities in Scorecard meetings.
Expand AAPI Federal employment opportunities through increased recruitment, retention, and promotion efforts by conducting a barrier analysis on the advancement of AAPI employees and develop a focused strategy to address those issues.
Expand AAPI Federal employment opportunities through increased recruitment, retention, and promotion efforts by expanding relationships with affinity groups and mentoring programs to support the career development and paths to senior leadership for AAPI employees.
Include representatives of the AAPI community in new pedestrian and bicycle safety materials.
Review internal and external data disaggregation practices and explore potential for replication of best practices and systems.
Collect the appropriate transit data and Census data needed to extrapolate the approximate number of distinct AAPI community members that utilize transit systems in U.S. cities; determine the share of total ridership each group constitutes; make this information available to FTA leadership.