Higher Education
The institution retained DCI to develop their AAP's, in compliance with Executive Order 11246, Section 503 and VEVRAA. Higher Education institutions operate differently from a typical organization, making compliance complicated.
OFCCP Audit Support
The Contractor was listed on the OFCCP Corporate Scheduling Announcement List and received its audit scheduling letter within 90 business days. The establishment location for the audit housed more than 20,000 employees.
Affirmative Action Plan Consulting
The contractor, in search of a consulting company with the resources and expertise to assess diversity in various stages through the employee life cycle, identify potential barriers, and create diversity, equity and inclusion initiatives to remove identified barriers.
Comprehensive Culture Assessment
The contractor, in search of a consulting company with the resources and expertise to assess diversity in various stages through the employee life cycle, identify potential barriers, and create diversity, equity and inclusion initiatives to remove identified barriers.
Pay Equity Analysis
The contractor, unaware of the annual compensation reviews required by Executive Order 11246 of all federal contractor reached out to DCI for their expertise and knowledge. Having never conducted a Pay Equity Analysis, the contractor was starting from square one.
Diversity Metrics Analysis
The company, in search of a name brand consulting partner, with the resources and expertise to implement a multiphase plan centered on enhancing Diversity, Equity, and Inclusion throughout the employee lifecycle.
Holistic Diversity, Equity & Inclusion
The contractor, in search of a consulting company with the resources and expertise to assess diversity in various stages through the employee life cycle, identify potential barriers, and create diversity, equity and inclusion initiatives to remove identified barriers.
Adverse Impact Analysis
The company proactively solicited DCI to examine their active selection and promotion procedures to determine if it was actively working to disadvantage members of a protected class. Adverse Impact, is a practice that affects a group of people despite the intention of the rule to be neutral.
Pay Equity Index
The contractor, was interested in receiving a holistic breakdown of their overall employment practices that contribute to overall pay equity. Compensation is not a one time decision and should not be evaluated as such. The Pay Equity Index by The Institute of Workplace Equality was solicited to breakdown all areas to improve upon.
