All of DCI’s consultants have advanced degrees in Industrial/ Organizational (I/O) Psychology. I/O psychologists are uniquely qualified to understand the intersection of work and human behavior because they are trained to evaluate employment decision-making, work performance, and organizational behavior. In addition, each consultant has a firm understanding of statistics, psychometrics, affirmative action plan regulations, and compensation analysis.
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.
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. AllRead More