Holistic Analysis of DEI Efforts to Ensure Compliance
DCI will work with your organization alongside legal counsel to provide a proactive, comprehensive, and attorney-client privileged assessment to help identify and mitigate risks arising from President Trump’s Executive Order on Non-Discrimination and Merit-Based Employment Practices, which requires contractors to certify that they do not participate in illegal DEI practices. Non-compliance or false claims may put federal contracts and payments at risk.
DCI will conduct qualitative and quantitative reviews in order to provide recommendations to assist your organization in the decision-making process.
Please note: DCI consultants are not attorneys and do not provide legal advice.
Two Levels of Service to Meet Your Organization's Unique Needs
Qualitative Review
Review outreach recruitment programs to align to the new Executive Order
Ensure compliance with Section 503 and VEVRAA statutes
Review and update non-discrimination policies and procedures along with any former EO 11246 policies
Review handbooks, websites, job postings, and other materials for reference to affirmative action
Ensure messaging about non-discrimination could not be construed as being misaligned with recent presidential actions
Evaluate whether Employee Resource Groups or leadership development programs exclude employees based on race or gender or provide differential opportunities
Review policies around workforce opportunities like mentorship, apprenticeship, and internship programs
Review reasonable accommodation policies
Advise on regular messaging regarding workplace culture of compliance, dignity & respect, non-discrimination, anti-harassment, no bullying and no retaliation
Discuss state affirmative action and non-discrimination provisions if applicable
Qualitative and Quantitative Review
Along with a comprehensive qualitative review, DCI's experts will conduct a number of quantitative analyses and provide recommendations to help your organization mitigate the risk of unintentionally violating merit-based non-discrimination principles.
Additional analysis results to review may include:
Selection rates
Promotion rates
Performance evaluations
Compensation
DEI Risk Audits can also include an evaluation of whether any use of artificial intelligence in employment decision making is programmed to favor particular groups.
