Improve the AAPI workforce data collected from employers by modifying the racial categories on the equal employment opportunities surveys (i.e. EEO-3, EEO-4).
Equal Employment Opportunity Commission
Improve the EEOC’s ability to communicate with AAPIs and other groups who communicate primarily in a language other than English by working with DOJ to comply with Executive Order (EO) 13166.
Survey existing barriers and develop a plan to increase the pipeline of AAPI applicants to managerial and SES positions.
Develop recruiting strategy to target AAPIs at Asian American Native American Pacific Islander Serving Institutions (AANAPISIs).
Improve public access to information on AAPI workforce, charge/complaint, and litigation data by liberating EEOC data for public consumption.
Increase outreach to AANAPISIs to stimulate interest by AAPI students in Federal government employment by researching and developing a list of AANAPISI colleges to target in FY 2014.
Increase pipeline of AAPI applicants to managerial and SES positions by analyzing current employee programs and options available to employees to increase the AAPI SES workforce.
Increase outreach efforts to AAPIs to promote employment opportunities.
Encourage Federal agencies to collect applicant flow data by using a revised form that has recently been approved by the Office of Management and Budget (OMB).
Improve the data collected during the private sector intake and charge process by further disaggregating AAPI national origin categories.
Increase awareness of employment development and support networks for mid-level AAPI personnel by develop a mentoring program by pairing senior management with mid-level staff to increase access to senior level staff for mid-level employees.
Increase Federal agencies' efforts to remove barriers that limit employment opportunities for AAPI Federal employees and job applicants by determining which agencies have identified barriers that limit employment opportunities for AAPI Federal employees or job applicants.