Develop strategic engagement with philanthropic and private sector stakeholders in order to facilitate alignment or partnerships for the AAPI community by holding national or regional-level meetings between the private sector (such as philanthropy) and DHS leadership to discuss potential partnerships that positively impact the AAPI communities.
To ensure that SEAs, LEAS, and IHEs have the resources necessary to disaggregate data on the AAPI community by compiling a report analyzing submissions from data disaggregation RFI including promising practices.
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 release, and other informations into AAPI languages, develop a list of AAPI ethnic media outlets for distrubution, and develop plans for community feedback and engagement.
Conduct baseline assessment of applications for grants and awarding of funds to AAPI-serving organizations and communities.
Establish a workgroup to create an action plan to notify AAPIs on options for SSA service.
Increase participation rate of AAPIs in fellowship, internship, and work study programs by partnering with AANAPISIs, trade schools, and apprentice programs.
Partner with WHIAAPI and other organizations that place student volunteer interns in Federal agencies.
Coordinate with other POCs on dissemination activities in line with ED Agency Goals as seen in document for AAPI community. Continue outreach and community engagement with AAPI community (IRC/Monica Bates; Web Team/Edward Ohnemus).
Develop recruiting strategy to target AAPIs at Asian American Native American Pacific Islander Serving Institutions (AANAPISIs).
Identify AAPI SES mentors and potential SES candidates for AAGEN SES program, internal SES Candidate Development Programs (CDP), or other SES CDPs.
Add a labor force estimates for seven Asian subgroups (Asian Indian, Chinese, Filipino, Japanese, Korean, Vietnamese and Other Asian) to the BLS annual report, “Labor Force Characteristics by Race and Ethnicity.”
If data is available, analyze applicant flow data to determine if possible barriers exist, and then take corrective action when appropriate. Ensure that training and development opportunities are made available to all employees, including AAPI employees. Promote participation of all eligible employees, including AAPI employees, in Departmental professional development programs coordinated by Training or EEO Offices. ...more »