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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

Proposed Rulemaking for Revisions to Sex Discrimination Guidelines Released

On January, 28, 2015, OFCCP released the Notice of Proposed Rulemaking (NPRM) for the long awaited revisions to the Sex Discrimination Guidelines (RIN 1250-AA05).

Recent Blog Posts

BLOGGING ALL CONTRACTORS: HOW DO YOUR DISABILITY SELF-ID RATES MEASURE UP?

In accordance with the revised Section 503 regulations, Federal contractors are now collecting voluntary self-identifications of disability status from employees and applicants and including these figures in their affirmative action plans. This information is voluntary, so contractors may not compel employees or applicants to complete and turn in 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 invitation and the impact that this will have on the disability goals and other analytics.  Therefore, we have put together a short survey for Federal contractors to share their self-identification participation rates to establish an industry benchmark for contractor awareness. Your participation

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