Eric Dunleavy, Ph.D.

Eric Dunleavy, Ph.D.

Director of Personnel Selection and
Litigation Support Services
Eric M. Dunleavy is the Director of the Personnel Selection and Litigation Support Services Group at DCI, where he is involved in a wide variety of employee selection and equal employment opportunity/affirmative action (EEO/AA) consulting services. He also serves on staff with both the Center for Corporate Equality (CCE), a national nonprofit research group, and The Institute for Workplace Equality, a national nonprofit employer association. Both focus on education and training related to EEO/AA issues. His primary areas of expertise are in employee selection, validation research, adverse impact analyses and other EEO analytics. His most recent work has focused on advanced quantitative analyses for assessing adverse impact and on selection procedure validation research in the context of EEOC/OFCCP enforcement and litigation support.

Eric received his M.A. (2002) and Ph.D. (2004) in Industrial/Organizational Psychology with a concentration in data analysis from the University of Houston. He received an Honors B.A. (2000) in Psychology from St. Anselm College. Eric has served as President, Vice President, and Legal Chair of the Personnel Testing Council of Metropolitan Washington, D.C. (PTC/MW), and was on the editorial board of The Industrial-Organizational Psychologist for 7 years as co-author of the “On the Legal Front” column. In 2011, Dr. Dunleavy received the first Distinguished Early Career Contributions Award – Practice award from the Society for Industrial-Organizational Psychology, which is given to individuals who have developed, refined, and implemented practices, procedures, and methods that have had a major impact on both people in organizational settings and the profession of I-O psychology. In 2015, he was elected as Fellow of the Society for Industrial-Organizational Psychology, which is an honor bestowed upon I/O Psychologists that have enriched or advanced the field on a scale well beyond that of being a good researcher, practitioner, teacher, or supervisor and have had impact that is recognized broadly.

Eric has published articles in the International Journal of Selection and Assessment, Journal of Business and Psychology, Psychology, Public Policy, Law and Industrial and Organizational Psychology: Perspectives on Science and Practice. He is currently an adjunct faculty member of George Mason University, where he has taught graduate courses in multivariate statistics and applied measurement, and at University of Maryland Baltimore County at Shady Grove, where he has taught a graduate course on legal issues in selection. He is currently involved in a SIOP task force responsible for developing a dialogue with EEOC on employee selection issues of mutual interest.

Eric Dunleavy, Ph.D. ’s Recent Posts

In our prior posts, we have addressed the (a) definition of selection procedures, (b) combinations of different measures into compensatory or non-compensatory systems, (c) specific validation…  Read more
We are back! After a brief hiatus, we continue our UGESP Series by exploring the UGESP concept of suitable alternative selection procedures addressed by the…  Read more
Recent DCI blogs have summarized high-level themes from the new 503 and VEVRAA regulations. One theme relates to the new analytics that may be required…  Read more
The 31st Annual National Conference for the Industry Liaison Group (ILG) was held July 30 – August 2, 2013 in Indianapolis, IN. This annual conference…  Read more
In this installment of our UGESP series, we address an aspect of the validation process that presents significant EEO enforcement risk if overlooked: selection procedure…  Read more
In our last set of blog posts, we promised a series of posts attending to specific compliance issues related to the Uniform Guidelines on Employee…  Read more
In selection systems that leverage more than one procedure and/or tool to make employment decisions, evaluation of disparities becomes complicated, as disparity analyses may be…  Read more
EEOC recently sued BMW Manufacturing and Dollar General alleging that their use of criminal background checks resulted in discrimination against African Americans. The cases highlight…  Read more
Bitnami