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

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
Because DCI has noticed an increase in the number of OFCCP requests for copies of job descriptions, we thought this might be a good time…  Read more
When examining pay equity issues, the OFCCP and federal contractors historically took the approach of comparing Whites to an aggregate of all protected groups (total…  Read more
In the past year, both EEOC and OFCCP have given notice that they will be carefully watching employers’ policies on hiring criminal offenders. In April…  Read more