Press

Scrapping Nonbinary Marker Risks Muddling EEOC Workforce Reports

"Employers are “caught between a rock and a hard place,” based on the clash between the Trump administration’s push to prevent reporting nonbinary gender and existing gender identity protections under Title VII of the 1964 Civil Rights Act, said David Cohen, Founder and President of DCI Consulting."

Trump Administration Takes DEI Battle to Federal Contractors

“What contractors really want right now is clear guidance,” said David Cohen, a co-founder of The Institute for Workplace Equality, a trade association for federal contractors. At the moment, “nobody really knows what they can and cannot do in order to certify compliance.” 

'Diversity' Becomes 'Belonging' as Companies Shift DEI Lingo

"You’re not going to know what’s really happening unless you’re under the hood,” said Joanna Colosimo, Vice President of Workforce Analytics and Compliance Strategy at DCI Consulting."

2025 SIOP Fellows Announced

"Every year, SIOP recognizes members whose research identifies solutions to workplace problems, whose practice changes the course of the field, and whose teaching guides the next generation of I-O psychology. Fellowship is one of the highest honors a member can receive. In 2025, 24 members received Fellow status.

To be considered for SIOP Fellow status, a member must be nominated by another member and endorsed by at least three more SIOP Fellows. A member who has been active in the Society for 10 years or more is eligible based on meaningful, sustained, and unusual impact on the field."

Workforce Data Collection Considerations After DEI Order

"On Jan. 21, Executive Order 14173, titled "Ending Illegal Discrimination and Restoring Merit-Based Opportunity," revoked the requirement that federal contractors and subcontractors prepare affirmative action plans for women and minority groups.^[1] President Donald Trump's issuance of this executive order has some employers wondering whether they need to rethink their approach to workforce analytics, including the voluntary collection of applicants' and employees' demographic data, such as race, ethnicity and sex. Employers should balance the benefits of collecting data to establish compliance with the new executive order's certification requirements and anti-discrimination laws, along with the risk of data collection running afoul of the new order's prohibition on "illegal DEI.""

11th Annual JAG Award Recipient, Rosemary Cox of DCI Consulting

"The John A. Garza Lifetime Achievement Award is sponsored by the Arizona Industry Liaison Group (AZilg) and acknowledges significant past and present Human Resources (HR), Equal Employment Opportunity (EEO) / Affirmative Action (AA) and Diversity / Inclusion accomplishments and continuing contributions by an exceptional practitioner in the field of Human Resources or EEO/AA/Diversity."

5 Steps For Gov't Contractor Affirmative Action Verification

"In 2022, the U.S. Department of Labor's Office of Federal Contract Compliance Programs, or OFCCP, kicked off its contractor verification system. This year marks the third year of the certification obligations, which grew out of a U.S. Government Accountability Office study that recommended the OFCCP improve its oversight of how contractors create and implement their affirmative action programs, or AAPs. The Trump administration formally proposed the verification system, and the Biden administration kept it on track through the Office of Management and Budget's approval process. As the July 1 certification deadline approaches, contractors should keep five takeaways in mind."

OMB Revises Statistical Policy Directive; First Set of Revisions since 1997

"The implementation of revised SPD 15 may be challenging for employers and regulatory agencies.  Some of the reporting scenarios could result in hundreds of categories, creating significant burdens relating to the complexity of data collection, reporting and analysis. For federal contractors required to complete comparisons of availability to employment in an affirmative action program, analyzing small groups with potentially limited data may be a daunting task with limited value."

DEI program evaluation offers privileged critical information to mitigate risk

"Following the recent rulings by the Supreme Court in UNC and Harvard, it is imperative for employers to conduct a comprehensive evaluation of their DEI initiatives in order to identify potential legal risks," said DCI President David Cohen. "We wholeheartedly recommend our clients to actively pursue robust DEI practices while ensuring they adhere to legal compliance and demonstrate effectiveness."

Acquisition solidifies DCI's position as a leader in the affirmative action industry

"The acquisition of Gerstco adds an experienced and effective team of consultants and support staff to the DCI family," said DCI President David Cohen. "We look forward to serving a new set of clients while expanding our presence in California and the Pacific region at large."

4 Key ESG Principles For Independent Board Members

"Although there is currently a lack of a one-size-fits-all approach for disclosing workforce diversity demographics and objectives, there is evolving rulemaking to remedy it."

Acquisition strengthens DCI's service offerings for federal contractors.

"Our clients are our top priority at DCI. This acquisition will help us grow as a firm while continuing to offer the highest level of service," said DCI President David Cohen. "Glenn Barlett Consulting brings decades of experience in OFCCP compliance. We are excited to welcome them to our team and look forward to providing their clients with additional resources and top-tier service."

Dashboard will provide employers with the ability to compare pay equity trends over time and create interactive reports.

"In response to an increasing demand for dynamic analyses of compensation data, DCI Consulting Group is pleased to announce the launch of the DCI Dashboard for Pay Equity. This Dashboard will allow employers to use the results of their organization's compensation analyses to create interactive visuals and reports that are backed by DCI's expert consultants and software development team. The release of DCI's Dashboard for Pay Equity follows the release of the company's Dashboard for AAP Data in 2021 and its subsequent success."

DOL Ruling Could Throttle Contractor Audit Challenges

"While the practical effect may be limited — very few contractors challenge their selection on Fourth Amendment grounds — this ruling, in conjunction with prior OFCCP Fourth Amendment cases, removes the possibility of a contractor challenging the OFCCP's selection process for almost all compliance evaluations."

NYC Employers Face Ambiguities In AI Bias Law

"Employers have less than five months to prepare for the Jan. 1, 2023, enactment of New York City's Local Law 144 of 2021, which will regulate the use of automated employment decision tools, or AEDTs, in employee selection."

The Alexandria Chamber of Commerce releases the 2022 40 Under 40 Honoree List, featuring DCI's Macy Cheeks

"The Alexandria Chamber of Commerce is pleased to present its sixth class of 40 Under 40 Honorees. This event is a celebration of incredible individuals, their successes in various industries, and their impact on the thriving Alexandria community."

DCI Expands with Former OFCCP Hire Evan Szarenski                     

David Cohen, President of DCI, stated that "Evan Szarenski brings incredible insight to DCI with his experience at OFCCP ensuring contractor compliance with regulations, policies, and procedures. Our clients will benefit from his breadth of knowledge." 

DCI Expands Labor Economics Division with Andrew J. Cook, Ph.D.                     

David Cohen, President of DCI, stated that “Dr. Cook brings extensive experience assisting Fortune 500 companies across a variety of workforce analytics and employment analyses. His hire enhances DCI’s ability to provide the highest level of consulting and expertise to our clients”. 

Inclusalytics: How Diversity, Equity, and Inclusion Leaders Use Data to Drive Their Work                     

"We mentioned pay equity analysis in Chapter 5. This can be as simple as comparing the average pay of individuals from different groups or as complex as conducting a regression analysis, which would allow you to control for additional variables such as experience or job level, Beware, however, that even simple pay equity analyses come with a number of factor to consider, including legal requirements. Fortunately, there are a number of tools and vendors, such as DCI Consulting, available to assist you with this huge Inclusalytics undertaking."

Examining diversity climate through an intersectional lens                     

Macy's research explores the relationship between an organization’s diversity climate and employee perceptions of the work environment in relation to their intersecting identities. "To explore these relationships, 344 employees from various organizations were surveyed. Significant correlations were found between diversity climate and job satisfaction, satisfaction toward coworkers, affective organizational commitment, and perceived organizational support."

Timetable for OFCCP Contractor Portal Is Set, but Questions Remain                     

"It is significant that OFCCP is giving contractors time to get their plans and affirmative action programs in place," said Joanna Colosimo, SHRM-SCP, Vice President of Workforce Equity & Compliance Strategy, Principal Consultant with DCI Consulting in Washington, D.C. "It also appears to be a measured plan. There is time for organizations to register in the system, and there is a three-month period in which they can certify."

Lessons in Life and Leadership: Women Leaders Offer a Lifetime of Wisdom to Work and Live By             

"1. Stay curious and ask questions!

2. Do no be afraid to make a decision that is unpopular but is in fact the right thing to do. Was the decision-making process equitable, fair, and driven by relevant metrics?

3. You are in your position for a reason, If you suffer from imposter syndrome, you certainly are not alone, Find a group of colleagues or peers you feel safe discussing your leadership vulnerabilities with and in turn, empower them." 

Personnel Testing Council of Metropolitan Washington DC (PTCMW) Service Award

"The PTCMW Service Award is a unique award which recognizes individuals for their service to PTCMW and support in achieving the goals and mission of PTCMW. Established in 1977, PTCMW and its members seek to advance the science and practice of I-O psychology and related fields through high-value professional growth and networking opportunities."

This article is the first in a new series, "Diversity at a Glance," from DCI Consulting (DCI) that will explore labor force benchmarks within and across sectors. With the increased awareness around social justice movements, more employers are examining the diversity profile of their workforces.

As Workplaces Reopen, Keep an Eye on Pay Equity                     

"The pandemic is not an excuse to not invest the time, money, resources and effort into a robust pay equity review," said Joanna Colosimo, SHRM-SCP, Director of Compliance and Workforce Analytics and Principal Consultant with DCI Consulting in Washington, D.C. She recommended evaluating sex differences as well as race and ethnicity disparities in pay annually.

DCI Consulting Group hires labor economist David Garber                     

"Dr. Garber brings DCI additional expertise in pay equity audits and proactive analyses. His hire is in line with DCI's goal to provide the highest level of consulting and expertise to our clients," said David Cohen, president of DCI.

Expect OFCCP to Focus More on Pay Equity and Data Collection                     

"Employers should be conducting pay equity studies that analyze similarly situated employee groupings and statistical tests that control for the major factors that influence compensation, Cohen said. If statistical differences can't be explained, employers need to remediate and make salary adjustments, he noted."

Use of AI in the Workplace Raises Legal Concerns                     

"This is not a future-forward issue," Dunleavy said. "AI tools which learn how to perform tasks usually performed by humans are being used today in human resources." 

Deal Combines Top Consulting Firms in OFCCP Compliance                     

DCI Consulting Group (DCI), a Washington, D.C.-based human resources data analytics firm, announced that it has completed its acquisition of Milwaukee, Wisconsin-based HR Analytical Services (HR Analytical).

Deal Combines Top Consulting Firms in OFCCP Compliance                     

Circa announced a formal partnership with Washington DC-based DCI Consulting Group, a human resources risk management consulting firm specializing in OFCCP compliance, pay equity, and other workforce analytics. Circa is partnering with DCI to provide its customers and prospects access to high-quality affirmative action planning and other workforce analytic solutions from an industry leading organization.

Former DOL attorney Chris Wilkinson, now with Perkins Coie, and David Cohen, president of DCI Consulting, offer six options going forward                     

The Labor Department’s recent loss in the Oracle pay discrimination case, while disappointing for the agency, provides the Office of Federal Contract Compliance Programs an opportunity to take stock of the current state of its pay equity enforcement program.

Employer Considerations For A Workforce Reduction Analysis                     

Pandemic-era employers are facing unprecedented economic challenges. As they deal with their economic survival, their workforce challenges are equally novel and add to their risks. 

ProntoAAP and OFCCP Certification provide valuable tools for federal contractors                     

In response to increasing audits from the Office of Federal Contractor Compliance Programs (OFCCP) and their announced plan to initiate a contractor verification program, DCI has launched two new tools for federal contractors: ProntoAAP and OFCCPCertification.com.

When RIF Selections Go Wrong

"David Cohen, president of DCI Consulting in Washington, D.C., said performance as a criterion is typically business-related, while laying off workers who earn the most may be suspect, as those employees may be the oldest."

DCI Consulting Group hires Joanne (Jone) Papinchock, Ph.D. and David (Dave) Schmidt, Ph,D.   

DCI Consulting Group, Inc. (DCI) is pleased to announce that Joanne (Jone) Papinchock, Ph.D. and David (Dave) Schmidt, Ph.D. have joined our team as Principal Consultants in the Personnel Selection and Litigation Support Division.

DCI Consulting Group hires Jon Geier

DCI Consulting Group, Inc. ("DCI") is pleased to announce that Jon Geier, a recently retired employment law partner at Paul Hastings LLP is joining DCI as a Principal Consultant. Jon brings over 30 years of experience advising employers on workforce issues.

Deal Combines Top Consulting Firms in EEO Litigation Support                     

DCI Consulting Group (DCI), a Washington, D.C.-based human resources risk management firm, announced that it has completed its acquisition of Denver, Colorado-based employment litigation and HR boutique consultancy Savina Consulting.

OFCCP Guidance Clarifies Valid Pay Equity Factors

"This analysis is a statistical model that helps the OFCCP, or employers if they are conducting self-audits, look at differences in salaries between men and women and determine whether the disparities are due to gender, race or nondiscriminatory factors, David Cohen noted."

Really, I Come Here for The Food: Sex as a BFOQ for Restaurant Servers                     

"The BFOQ exception in Title VII states that discrimination is illegal except, “in those certain instances where religion, sex, or national origin is a bona fide occupational qualification reasonably necessary to the normal operation of that particular business or enterprise.” The courts have opined that an employer using the BFOQ defense must demonstrate that it “had reasonable cause to believe that all (class members) would be unable to perform the job safely and efficiently or that it was impossible or highly impractical to consider the qualifications of each” (Cavico & Mujtaba, 2016)."

DCI was commissioned by the City of Seattle to provide a Workforce Pay Equity and Utilization study

"We chose DCI because they are one, if not the national leaders in doing this type of work as David will tell you more. We asked DCI to do 4 things in this study and I will spell those out; determine if their are differences in salary by gender and race ethnicity after controlling for experience, occupation and time on the job, determine if there are differences in higher paid versus lower paid occupations by gender and race ethnicity, determine if there are differences in starting salaries by gender and race ethnicity and determine whether employment hiring and promotion rates for women and minorities in the city are at, below or exceed the available labor pool in Seattle."

A Test! A Test! My Kingdom for a Valid Test!

"what information must a vendor provide for a client to feel comfortable in purchasing a test? After all, because no test is valid across all jobs and all situations, what type of validity evidence or other psychometric information would one expect from a vendor?  Here are the results of my musing. Prior to using a test to select employees, there are two steps that must be taken: (1) determine if the construct measured by the test is appropriate for the job in question, and (2) determine if the test is a reasonable measure of that construct. It is the organization’s responsibility to gather the information in Step 1 and the vendor’s responsibility to provide the information needed for Step 2."