Improve delivery of services to LEP individuals who seek access to SBA programs and services by developing in-language materials to reach AAPI community about agency programs.
Small Business Administration
Utilize multilingual employees for in-agency translation and interpretation and during periods of Federally declared disasters by determining the method and policies for assessment of multilingual employees and a plan for how and when they can be used and shared within the agency to provide language services.
Continue to partner with AAPI organizations and keep them engaged about SBA's programs.
Improve workforce participation rates for AAPI, where low participation rates exist and trigger or barriers have been identified, by partnering with AAPI affinity organizations, including AAGEN and FAPAC, to promote employment opportunities, including SES employment opportunities.
Identify and cultivate relationships with key AAPI partners and bring them in as part of SBA's strategic partnerships.
Develop plan to support greater AAPI access to SBA contracting programs and services.
Review internal and external data disaggregation practices and explore potential for replication of best practices and systems.
Develop protocols within offices of public affairs or external communications to translate (or develop other media - video, webinars, radio announcements - for) public service announcements, press releases, and other information into AAPI languages, develop a list of AAPI ethnic media outlets for distribution, and develop plans for community feedback and engagement.
Strengthen relationship and improve communication and coordination with the Native Hawaiian community by contributing to development of a government-wide consultation policy with the Native Hawaiian community.
Identify AAPI SES mentors and potential SES candidates for AAGEN SES program, internal SES Candidate Development Programs (CDP), or other SES CDPs.
Increase communication between AAPI-serving organizations and field offices to better understand needs and enhance level of service.
Improve career development, promotion, and retention opportunities for AAPI employees, where gaps are identified, especially in the senior leadership pipeline, GS 11-14, by promoting employment opportunities and conducting analysis of AAPI applicants at the GS 11-14 levels.