Improve public access to information on AAPI workforce, charge/complaint, and litigation data by liberating EEOC data for public consumption.
Equal Employment Opportunity Commission
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.
Comply with OMB’s 1997 Revision to the Standards for the Classification of Federal Data on Race and Ethnicity.
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.
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.
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.
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 EEOC’s ability to communicate with AAPIs and other groups who communicate primarily in a language other than English by increasing access to linguistically appropriate resources and improving the language capability of the EEOC workforce. Assess language interpretation needs at all stages of EEOC’s private sector charge process, including mediation.
Survey existing barriers and develop a plan to increase the pipeline of AAPI applicants to managerial and SES positions.
Develop recruiting strategy to target AAPIs at Asian American Native American Pacific Islander Serving Institutions (AANAPISIs).
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).