Develop a plan for how and when multilingual employees language services can be used and shared within the agency in cases of emergencies.
Office of Personnel Management
Review the new performance plans that include diversity and inclusion with management to ensure understanding of the new plans and the focus on diversity and inclusion.
Survey any existing barriers and develop plan to address barriers identified.
Provide training and development opportunities for AAPI staff, as part of the overall agency training and development programs.
Improve communication and coordinator with Native Hawaiian communities by developing a policy regarding coordination with the Native Hawaiian community
Given low frequency of service delivery to LEP individuals, periodically reassess to ensure availability of services as needed
Facilitate agencies' review of workforce participation at all levels through the D&I Dashboard
Ensure the AAPI community is aware of, and in position to apply for, Federal government positions in mission critical occupations (MCO) in OPM and across the Federal government by increasing outreach efforts to AAPIs to promote employment opportunities.
Review internal and external data disaggregation practices and explore potential for replication of best practices and systems.
Contact WHIAAPI to connect with AANAPISIs
The Office of Small and Disadvantaged Business Utilization (OSDBU) will work to (1) partner with national AAPI business groups and technical assistance providers to ensure more AAPI small businesses are aware of agency contract and procurement opportunities; and (2) conduct at least 2 regional engagements with local Asian American chambers.
Partner with WHIAAPI and other organizations that place student volunteer interns in Federal agencies.
Conduct campaign to improve RNO self-identification