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Location, Reputation, and Expertise. DCI provides clients with practical, cost-effective and client-focused solutions to satisfy your important affirmative action and EEO regulatory requirements.

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OFCCP Compliance

A full range of software and services to strategically develop and manage Affirmative Action Programs.

Testing and Validation

Maximize your decision-making power and mitigate your legal risk through custom validation services and objective, third party risk assessments.

EEO Litigation Support

Industry leading expertise providing strategic and statistical consulting on the most complex legal issues and OFCCP audits.

Diversity Metrics

Create custom metrics to track the success of your company’s diversity programs.


U.S. Dept of Labor Releases Final Rules Updating VEVRAA and Section 503

The U.S. Department of Labor today announced two final rules to improve hiring and employment of veterans and people with disabilities.

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A month and a half has now passed since the release of the new scheduling letter, and the OFCCP has finally provided  federal contractors with some guidance on submission of employee compensation data under ‘Item 19’ of the itemized listing. The newly released FAQ provides a bit of clarity on what many considered a hefty and confusing request.

Below, we summarize OFCCP’s guidance on contractor submission of required versus suggested (not required, but allowed to include) compensation data:


  • Employee-level data
    • OFCCP reiterated that the term “employee” is broad enough to include temporary and contract workers. However, you should only include employees that are on the payroll and receive W2s (not 1099s).
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