Software & Reporting

Salary Equity Software - HR Equator


Salary Equity Software

HR Equator is the most comprehensive and advanced salary equity software tool on the market. This proprietary software program enables a company to identify potential pay equity problems in its organization and, in turn, can assist in making salary adjustments if necessary. The software was developed with human resources professionals in mind. Basically, the software enables the non-technical HR professional to conduct advanced statistical analyses without being a statistician. HR Equator utilizes the most advanced statistical analyses that are accepted by the courts, EEOC, and the OFCCP, and the reports can be used to conduct comprehensive proactive or reactive analyses as part of an OFCCP or EEOC investigation. This software tool has been recognized as exactly what employers need to avoid costly compensation settlements and ensure non-discrimination in their pay practices.

Mirroring the methodologies employed by both the EEOC and the OFCCP, and recognized by the courts, these analyses and features include:

  • Multiple Regression Analysis
  • Program to Help Create Pay Analysis Groups
  • Generation of Item 11 Report and Excel file
  • Statistical Significance Tests (t-tests, Fisher’s exact test)
  • Analyses Comparing Race/Ethnicity Sub-Groups as well as Minority-Nonminority Comparisons
  • Factor Pattern Analysis
  • Correlation Analysis
  • Cohort Analysis (small group and large group)
  • Back Pay Calculator
  • Descriptive Statistics and Frequencies


DCI Announces Strategic Partnership with Savina Consulting

September 8, 2015 – Washington, DC

DCI Consulting Group, a leading HR risk management firm, announces a strategic partnership with Savina Consulting, an expert litigation support firm, to provide seamless EEO litigation support and expert witness services to current and new clients.

See the full Press Release here.

Recent Blog Posts

Will the Real Protected Veteran Please Stand Up?

In light of some recent buzz centered on OFCCP’s infographic for determining protected veteran status, we wanted to clarify our last post and confirm that OFCCP did not change the definition of any veteran categories. As OFCCP and the Solicitor’s Office acknowledged, only Congress can implement such a change; however, OFCCP’s interpretation of protected veteran under VEVRAA was broadened as indicated by the infographic. This is great news for the federal contracting community, as it provides much needed clarity on who classifies as a protected veteran!

With this new resource in hand, contractors should consider the following:

  1. The Persian Gulf War era (August 2, 1990 – present) is considered a

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