WORKFORCE ANALYTICS

Organizational change, such as employee growth or loss, reorganizations, mergers/acquisitions, and reductions in force, can impact daily business operations and increase work responsibilities for in-house counsel, human resources, employee relations, talent acquisition, compliance,  and total rewards teams. In addition, employee perceptions and experiences are influenced, potentially leading to a loss of workplace stability. Decision-making, communication, and and a perception of fairness can help ensure the retention of critical talent and the effective integration of new employees in the organization's culture. DCI offers pre- and post-assessments on the impact of organizational changes on workforce programs, initiatives, perceptions, and culture to help employers navigate through large organizational changes.

DCI helps organizations identify additional talent benchmark sources beyond the readily available US Census data that are meaningful and practical so they can better understand their current state of diversity. Other data source options include EEO-1, American Community Survey Public Use Microdata Sample, National Science Foundation, Integrated Postsecondary Education Data System, Equal Employment Opportunity Tabulation industry data tables, and peer benchmark data.

DCI will conduct a study of your organization's employment data to identify successes and opportunities in equal opportunity. Our consultants will determine if there are patterns that may be barriers (e.g., glass-ceiling) to achieving a distribution of talent that reflects the availability of qualified candidates in the labor force.

DCI will conduct EEO disparity analyses on your organization's hiring, promotion, and termination decisions by job title and organized by location, department, business unit, or function. DCI will identify whether there are substantially different selection rates between protected groups using statistical tests and provide guidance on addressing these differences, as well as additional analyses to determine root causes.

DCI will report on your organization's overall attrition rates by demographics. DCI conducts this study by calculating your organization's average retention rate and then comparing the attrition rate of all race/ethnic subgroups and sex groups to see if they are below, at, or above the organization average.

DCI will conduct a timing analysis that can identify critical barriers to achieving organizational goals related to a wide variety of employee outcomes, including time to promotion, voluntary turnover, merit increase, and entry into leadership development training.