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The DCI Difference

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.

News

DCI Prepares Pay Equity Study for the City of Seattle

DCI was commissioned by the City of Seattle to provide a Workforce Pay Equity and Utilization study. On May 11, 2015, DCI’s President, David Cohen, presented the findings of the study at a City of Seattle Council Briefing.

Recent Blog Posts

The Results Are In: How Do Your Disability Self-ID Rates Measure Up?

In accordance with the revised Section 503 regulations, federal contractors are required to invite applicants and employees to voluntarily disclose disability status from employees and applicants and including these figures in their affirmative action plans. This information is strictly voluntary, so contractors may not compel or coerce employees or applicants to complete the form. Therefore, 100% participation of employees or applicants in the voluntary invitation is not likely.

Given this, DCI clients have raised concerns about low participation rates in this voluntary process and the impact that this will have on the disability goals and other analytics.  Therefore, we conducted a short survey for contractors to share their self-identification participation rates to establish an industry benchmark for contractor awareness. All

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