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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

DCI Staff Involvement at the 31st Annual SIOP Conference

Once again, DCI staff will be well represented at the annual SIOP conference. This year the conference will be held on April 13-16 in Anaheim, California. DCI staff will be involved in a variety of sessions related to equal employment opportunity (EEO) analytics, affirmative action, employee selection, validation research, big data and litigation support.

Recent Blog Posts

THE INSTITUTE SUBMITS FINAL COMMENTS ON PROPOSED EEO-1 UPDATES

What’s Happened So Far?

In February 2016, the EEOC announced proposed changes to EEO-1 reporting that would require all employers with 100 or more employees to report annual pay data (i.e., W-2 earnings and hours worked) by 12 salary bands, in addition to the already required race/ethnicity and sex data by EEO-1 category. The proposed reporting requirements were slightly revised after a public hearing held by the EEOC in March and public comments submitted in April 2016. Although many criticisms and concerns raised by The OFCCP Institute, including the use of W-2 data, burden estimates, data confidentiality, and the proposed use of the data, were largely unaddressed, the

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