Eric Dunleavy, Ph.D.

Director of the Employment & Litigation Services Division

Eric M. Dunleavy, Ph.D., is an Industrial/Organizational Psychologist and Director of the Employment & Litigation Services (ELS) Division at DCI Consulting Group, where he leads a division of Psychologists and Labor Economists involved in a wide variety of personnel selection and litigation support services. Eric has particular expertise in the areas of EEO analytics, job analysis, psychological measurement, and selection procedure development, evaluation and validation.

Eric received his M.A. (2002) and Ph.D. (2004) in I/O Psychology from the University of Houston. Since then he has conducted high stakes applied research on employment outcomes such as hiring, promotion, and pay in a wide variety of contexts and for a wide variety of clients. He has also published articles in various journals and recently co-edited (with Scott B. Morris) the book "Adverse Impact Analysis: Understanding Data, Statistics and Risk" (Taylor & Francis, 2017). He has been adjunct faculty and taught graduate level courses at both George Mason University (GMU) and the University of Maryland at Baltimore Country (UMBC). He is also a faculty member of the Institute for Workplace Equality. Before joining DCI, Dr. Dunleavy worked for the American Institutes for Research (AIR), where he was involved in large-scale social science and employee selection research for medical, educational, and federal agency clients.

In 2011 Dr. Dunleavy received the first Distinguished Early Career Contributions Award - Practice from the Society for Industrial-Organizational Psychology (SIOP). In 2015, he was elected a SIOP Fellow. In 2016, he testified before the EEOC on matters related to big data/people analytics in employment, and was one of eleven I/O Psychologists selected to a SIOP task force responsible for revising the SIOP Principles. Eric has recently served as a consulting or testifying expert on matters related to Title VII, ADEA, and Executive Order 11246, and focusing on outcomes including hiring, promotion, performance measurement and pay. He has worked as an I/O psychology expert responsible for conducting research in the context of numerous EEO settlements.

Eric Dunleavy, Ph.D.'s
Recent Posts

Dissecting the CFPA: Considering similarity of skill, effort, responsibility, and work conditions
November 02, 2015

In another blog, Art Gutman provides an overview of the California Fair Pay Act (CFPA). The CFPA prohibits California employers from paying employees differently due to sex. This is not new, given existing law; however, some of the specifics...

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DCI STAFF ATTEND SIOP'S 30TH ANNUAL CONFERENCE HELD IN PHILADELPHIA
May 20, 2015

The 30th Annual Conference for the Society of Industrial and Organizational Psychology (SIOP) was held April 22-25, 2015 in Philadelphia, PA. This conference brings together members of the I/O community, both practitioners and academics, to discuss...

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LESSONS LEARNED FROM THE OFCCP SETTLEMENT WITH GENERAL ELECTRIC
September 28, 2014

On September 12th, a General Electric subsidiary in Ohio agreed to pay $537,000 to settle a sex discrimination allegation with OFCCP. The agency alleged that the company used a set of employment tests that produced adverse impact against female...

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A SPECULATIVE NOTE ON WHAT THE FUTURE MAY BRING
September 24, 2013

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 by the final regulations. The new regulations provide for a (1) protected veteran benchmark...

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