Workforce Equity Matters

DCI conducts comprehensive reviews of organizational policies, selection outcomes, and culture to identify your organization's current and aspirational state of DEIA. We use quantitative and qualitative studies, including pay equity analyses, performance rating studies, employee experiences, and perceptions of fairness to uncover root cause issues.  Using these insights, our consultants will provide a strategic roadmap for change that includes areas of concern, goals meant to eliminate those concerns, and examples of how to make progress towards meeting those goals.

Organizational diagnostics include federal agency barrier analysis, private sector or university root cause analysis, workplace culture review, and civil rights audit or racial equity review.

Organizational change, such as employee growth or loss, reorganizations, mergers/acquisitions, and reductions in force, can impact daily business operations and increase work responsibilities for in-house counsel, human resources, employee relations, talent acquisition, compliance, diversity, and total rewards teams. In addition, employee perceptions and experiences are influenced, potentially leading to a loss of workplace stability. Equitable decision-making, authentic communication, and and a perception of fairness can help ensure the retention of critical talent and the effective integration of new employees in the organization's culture. DCI offers pre- and post-assessments on the impact of organizational changes on workforce diversity, programs, initiatives, perceptions, culture to help employers navigate through large organizational changes.

Employers are facing demands to disclose human capital information to the public through news, social media, websites, and Environmental, Social and Governance (ESG) reporting. There are many platforms for releasing data, metrics, and objectives related to human capital, but the challenge many employers struggle with is the lack of consistent standards for reporting and comparison. DCI helps organizations with determining what analytics and information are meaningful, as well when and how to share these items while limiting legal exposure.

The first step in an organization's diversity program is to assess an its diversity profile by comparing the representation of women and people of color in the workforce to the representation of qualified women and people of color in the labor force. DCI assists employers with this by analyzing an employer's workforce data, including hiring and promotion data, to develop custom diversity benchmarks based on the best available US Census data.  Using these benchmarks, our consultants identify areas of opportunity and provide strategic recommendations to address these areas.  

DCI helps organizations identify additional talent benchmark sources beyond the readily available US Census data that are meaningful and practical so they can better understand their current state of diversity. Other data source options include EEO-1, American Community Survey Public Use Microdata Sample, National Science Foundation, Integrated Postsecondary Education Data System, Equal Employment Opportunity Tabulation industry data tables, and peer benchmark data.

DCI offers an analysis of your organization's diversity numbers by EEO-1 Category and benchmarks it against others in your industry. With a user-friendly and visually appealing color-coded report, you can easily determine how your workforce compares to similar organizations.

 

 

 

 

 

DCI will conduct an analysis to determine if your organization is attracting a diverse group of candidates. Our consultants will conduct a utilization analysis on the full candidate group, qualified applicant group, and hired applicant group to identify whether underrepresentation is occurring for any protected groups in comparison to an external labor force benchmark. This is a useful return on investment metric to measure effectiveness of the totality of outreach and recruitment efforts.

DCI will conduct a study of your organization's employment data to identify workforce diversity successes and opportunities. Our consultants will determine if there are patterns that may be barriers (e.g., glass-ceiling) to achieving a distribution of talent that reflects the availability of qualified minorities and women in the labor force.

DCI will conduct EEO disparity analyses on your organization's hiring, promotion, and termination decisions by job title and organized by location, department, business unit, or function. DCI will identify whether there are substantially different selection rates between protected groups using statistical tests and provide guidance on addressing these differences, as well as additional analyses to determine root causes.

DCI will report on your organization's overall attrition rates by race/ethnic subgroups and sex. DCI conducts this study by calculating your organization's average retention rate and then comparing the attrition rate of all race/ethnic subgroups and sex groups to see if they are below, at, or above the organization average.

DCI will conduct a timing analysis that can identify critical barriers to achieving diversity goals related to a wide variety of employee outcomes, including time to promotion, voluntary turnover, merit increase, and entry into leadership development training. Consultants will (1) provide a variety of research questions that can be explored using the survival analysis approach to measuring the duration of time to an outcome or event, (2) share how this approach works, (3) exemplify scenarios where it can be instrumental in identifying potential diversity gaps in the workplace, and (4) provide output and interpret results. This service can provide your organization with a unique perspective on diversity measurements that can be explored to drive diversity and inclusion initiatives in the workplace.

DCI will evaluate your organization's current state of workforce equity by trending outcomes for workforce equity initiatives with affirmative action initiatives. DCI will determine whether patterns of inequitable representation trends exist across the employee life cycle from two lenses:

• Representation and Programmatic Efforts
• EEO Systems and Processes