Develop recruitment partnerships with AANAPISI-designated colleges and universities.
Department of Labor
Provide sub-agencies with quarterly reports reflecting the onboard and separation data of AAPI employees to be utilized in creating retention strategies, as well as to understand reasons why AAPIs leave the Department.
Assess numbers of AAPIs in managerial positions at OSHA and strengthen plan to increase pipeline to upper-level and SES positions.
Strengthen plan to increase number of AAPIs in SES, or through partnership with Asian American Government Executive Network's (AAGEN) SES Development program.
Continue to organize regional and local AAPI health/safety conferences and workshops in high-AAPI worker population regions.
Update new web pages on nail and hair salon hazards.
Promote employment opportunities and conduct analysis of AAPI applicants at the GS 11-13 levels.
Develop in-language materials, or replicate existing language access models (e.g. programs within WHD) to better serve these identified communities.
Develop strategies to supplement agency efforts in getting new publications/materials to AAPI communities in multiple languages.
Complete translations of key Occupational Safety and Health Administration (OSHA) publications providing an overview of the laws administered by the agency and the agency's services in Korean, Vietnamese, Simplified Chinese, and Nepali.
Conduct outreach to AAPI community to increase awareness of the Employee Benefits Security Administration's (EBSA) services and administered laws.
Rigorously enforce civil rights statutes/laws that require equal access and non-discrimination in federal programs that involve grants, loans, contracts, financial aid, and other benefits.
Evaluate trends and patterns of compliance and enforcement activity for AAPI population and subpopulations.
Actively participate with agency LEP WG to ensure compliance with Executive Order 13166.
Establish and continue to maintain relationships with various AAPI worker advocacy groups and business associations throughout the country.
Determine if AAPI populations are clustered in certain industries that are likely to have Federal contracts and develop an outreach and education plan to engage those workers.
Identify sub-agencies whose recruitment of AAPIs is below the 9th Grade Labor Workforce Distribution and provide them with quarterly analysis of their recruitment pools to utilize in discussions of targeted AAPI outreach.
Develop outreach and technical assistance plans to allow greater access for AAPI-serving organizations to DOL WB programs and office services.