Michael Aamodt, Ph.D.

Michael Aamodt, Ph.D.

Principal Consultant
Michael Aamodt, an Industrial-Organizational Psychologist, is a Principal Consultant at DCI. He provides consulting services to employers and management law firms on a wide variety of human resource risk management issues, particularly in the areas of compensation analysis, employee selection, and test validation. For 26 years, Dr. Aamodt was a professor of Industrial and Organizational Psychology at Radford University in Virginia, where he taught courses in employee selection, job analysis, employee training and development, organizational psychology, and forensic psychology. He also provides staff services to The Center for Corporate Equality (CCE), a national nonprofit association dedicated to promoting affirmative action, equal employment regulatory compliance and other human resource management strategies to create diverse organizations free from workplace bias.



Dr. Aamodt has published over 50 articles in professional journals and presented over 120 papers at professional conferences. He is also the author of “Industrial/Organizational Psychology: An Applied Approach,” the author of “Research in Law Enforcement Selection”, the coauthor of “Human Relations in Business,” and the coauthor of “Understanding Statistics: A Guide for I/O Psychologists and Human Resource Professionals.” He has extensive editorial experience, having served on the editorial boards of Applied HRM Research, Assessment Council News, Criminal Justice and Behavior, Journal of Business and Psychology, Public Personnel Management, and Journal of Police and Criminal Psychology.



Dr. Aamodt is a past President of the New River Valley SHRM chapter and a member of many professional organizations including SIOP, SHRM, and IPAC. Dr. Aamodt has a Ph.D. and M.A. degree in Psychology from the University of Arkansas. He received his B.A. degree in Psychology at Pepperdine University.

Michael Aamodt, Ph.D. ’s Recent Posts

Medicis Pharmaceutical Corporation, owned by Valeant, will pay $7.2 million to settle a gender discrimination class action claim. The allegations include disparate compensation and bonuses…  Read more
Today, July 14, the EEOC published an update of the EEO-1 pay data reporting proposal in the Federal Register, announcing a second public comment period.…  Read more
In our previous blog on the topic of statistical significance, we discussed how to interpret the meaning of “statistically significant.”  In this blog, we want…  Read more
DCI reported on Friday the release of the EEOC’s revision to the Employer Information Report (EEO-1), which was officially published in the Federal Register today,…  Read more
In this multi-part blog series, we will cover various topics relevant to the Federal Contractor community as it relates to statistical analyses. We begin our…  Read more
If the recently passed federal FY2016 budget is any indication, Congress is not pleased with the current direction of OFCCP.  The first indication of this…  Read more
With OFCCP regularly requesting multiple forms of compensation during compliance audits, we revisit the difference between EEO compliance evaluations of base pay versus other compensation…  Read more
Prior to the recently enacted California Fair Pay Act (CFPA), federal and state laws and regulations allowed employers to justify sex differences in salaries by…  Read more
Bitnami