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.
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 participation rate of AAPIs in fellowship, internship, and/or study programs by partnering with AANAPISIs, trade schools, and apprentice programs.
Improve the data collected during the private sector intake and charge process by further disaggregating AAPI national origin categories.
Increase outreach efforts to AAPIs to promote employment opportunities.
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).
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.
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.
Develop recruiting strategy to target AAPIs at Asian American Native American Pacific Islander Serving Institutions (AANAPISIs).
Survey existing barriers and develop a plan to increase the pipeline of AAPI applicants to managerial and SES positions.
Comply with OMB’s 1997 Revision to the Standards for the Classification of Federal Data on Race and Ethnicity.