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DCI has provided expert solutions to hundreds of federal contractors on the complex issues of Equal Employment Opportunity (EEO) compliance. DCI's consulting staff are recognized experts in systemic compensation discrimination analyses, affirmative action plan development and implementation, employee selection and test validation, and OFCCP audit and litigation support. DCI's consulting staff hold graduate degrees in the fields of Organizational and Industrial Psychology. Following industry proven and government recognized methods, our consultants help alleviate our clients' burden of preparing advanced, statistically driven analyses. The expert staff at DCI safeguard corporate reputations and finances with guidance and software-enabled solutions using a quantitative and rational analysis of advanced statistical practices.
The expertise available to your organization will ensure your EEO compliance needs are well met reducing your risk in this critical area. DCI is committed to your ultimate success and looks forward to having your company as a valued client.

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

OFCCP’S NATIONAL ANNUAL BENCHMARK FOR VEVRAA NOW 7 PERCENT

OFCCP updated the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) Benchmark Database on its website, based on 2014 end-of-year data from the Bureau of Labor Statistics (BLS). Now, the Annual National Benchmark is 7 percent – a slight drop from the previous 7.2 percent benchmark. National and state information has also been updated in the VEVRAA Benchmark Database for federal contractors and subcontractors who calculate an individualized hiring benchmark using the five-factor method.

The Annual National Benchmark, as well as data for calculating individual hiring benchmarks, can be found at http://www.dol-esa.gov/errd/VEVRAA.jsp. Effective March 24, 2014, contractors required by VEVRAA to develop a written affirmative action program (AAP) must also establish a hiring benchmark for protected veterans

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