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).
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.
Improve EEOC’s ability to communicate with AAPIs and other groups who communicate primarily in a language other than English by increasing access to linguistically appropriate resources and improving the language capability of the EEOC workforce. Assess language interpretation needs at all stages of EEOC’s private sector charge process, including mediation.
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 participation rate of AAPIs in fellowship, internship, and/or study programs by partnering with AANAPISIs, trade schools, and apprentice programs.
Improve public access to information on AAPI workforce, charge/complaint, and litigation data by liberating EEOC data for public consumption.
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 EEOC’s ability to communicate with AAPIs and other groups who communicate primarily in a language other than English by enhancing the use of multilingual staff to provide language assistance.
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.
Survey existing barriers and develop a plan to increase the pipeline of AAPI applicants to managerial and SES positions.
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.
Comply with OMB’s 1997 Revision to the Standards for the Classification of Federal Data on Race and Ethnicity.