Improve the data collected during the private sector intake and charge process by further disaggregating AAPI national origin categories.
Equal Employment Opportunity Commission
Survey existing barriers and develop a plan to increase the pipeline of AAPI applicants to managerial and SES positions.
Improve the EEOC’s ability to communicate with AAPIs and other groups who communicate primarily in a language other than English by translating EEOC materials into AAPI languages.
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.
Comply with OMB’s 1997 Revision to the Standards for the Classification of Federal Data on Race and Ethnicity.
Increase participation rate of AAPIs in fellowship, internship, and/or study programs by partnering with AANAPISIs, trade schools, and apprentice programs.
Develop recruiting strategy to target AAPIs at Asian American Native American Pacific Islander Serving Institutions (AANAPISIs).
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).
Improve public access to information on AAPI workforce, charge/complaint, and litigation data by liberating EEOC data for public consumption.
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.
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 working with DOJ to comply with Executive Order (EO) 13166.