Eric Dunleavy, Ph.D.

Director of the Personnel Selection and Litigation Support Division

Eric M. Dunleavy, Ph.D., is the Director of the Personnel Selection and Litigation Support Division 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

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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