Conduct outreach to AAPI community to increase awareness of Wage and Hour Division's (WHD) services and administered laws.
Department of Labor
Promote employment opportunities, outreach, and recruitment.
Create a plan for disseminating and translating materials into AAPI languages.
Assess numbers of AAPIs in managerial positions at OSHA and strengthen plan to increase pipeline to upper-level and SES positions.
Strengthen plan to increase number of AAPIs in SES, or through partnership with Asian American Government Executive Network's (AAGEN) SES Development program.
Ensure that language resources are appropriately distributed based on demonstrated language needs in an area/district/region.
Ensure that translated materials are offered through the agency's publication catalogue, website and through worker rights organizations.
Co-host with WHIAAPI a community briefing on exploitation of AAPI immigrant workers, their challenges with safety and health regulations enforcement and wage and hour regulations enforcement.
Protect AAPI workers through WHD enforcement initiatives in various industries.
Establish and continue to maintain relationships with various AAPI worker advocacy groups and business associations throughout the country.
Complete translations of key Occupational Safety and Health Administration (OSHA) publications providing an overview of the laws administered by the agency and the agency's services in Korean, Vietnamese, Simplified Chinese, and Nepali.
Add a variable for seven Asian subgroups (Asian Indian, Chinese, Filipino, Japanese, Vietnamese and Other Asian) to the American Time Use Survey public use files. The variable will appear on some ATUS records in the 2013 files and will be fully phased in for the 2014 files.
Determine if AAPI populations are clustered in certain industries that are likely to have Federal contracts and develop an outreach and education plan to engage those workers.
Develop recruitment partnerships with AANAPISI-designated colleges and universities.
Continue to organize regional and local AAPI health/safety conferences and workshops in high-AAPI worker population regions.
Update new web pages on nail and hair salon hazards.
Provide sub-agencies with quarterly reports reflecting the onboard and separation data of AAPI employees to be utilized in creating retention strategies, as well as to understand reasons why AAPIs leave the Department.
Develop in-language materials, or replicate existing language access models (e.g. programs within WHD) to better serve these identified communities.
Rigorously enforce civil rights statutes/laws that require equal access and non-discrimination in federal programs that involve grants, loans, contracts, financial aid, and other benefits.
Evaluate trends and patterns of compliance and enforcement activity for AAPI population and subpopulations.