As HR teams face new challenges in managing the contemporary, global workforce, the drive is on to become a strategic partner for the organization. And one key to strategic impact is mining workforce data through advanced statistical analysis that produce insights to support talent initiatives.
PeopleFluent can help.
The PeopleFluent® Research Institute (PRI) is a team of professional PhD consultants and support staff who
- Provide in-depth analysis of critical business and workforce decisions
- Evaluate allegations of discrimination
- Mitigate risks proactively and reactively.
We help organizations remove information barriers between recruiting, hiring, performance, and compensation by analyzing metrics and demonstrating how workforce decisions made throughout the talent lifecycle can impact organizational goals.
By identifying potential discriminatory practices in hiring, performance evaluations, and compensation, our analyses enable you to anticipate and—if necessary—correct them before an Office of Federal Contract Compliance Programs (OFCCP) audit or an Equal Employment Opportunity Commission (EEOC) investigation. We also provide litigation and audit support, as well as customized training on diversity, affirmative action, and EEO compliance. Our services encompass support for federal, state, and local compensation regulations.
Talent Acquisition Assessments
Ensuring your recruiting staff and hiring managers are following company policies is an ongoing concern—especially when HR teams are faced with stiff competition for talent. As OFCCP increases its vigilance in investigating systemic discrimination in the talent acquisition process, your processes must conform with requirements and position your organization to more readily detect and address potential discriminatory selection imbalances.
Our PRI experts evaluate all the steps in your hiring process to identify whether and where risks or adverse impacts exist. We also assess the impact of employment tests used in your hiring and promotion processes.
Pay Equity Studies
If you’re receiving complaints from employee groups about starting pay rates, merit increases, or bonuses, you need a strategy that quantitively addresses these claims. A comprehensive pay equity study identifies potential patterns of pay disparity that may persist in your company.
We use robust statistical models to thoroughly examine pay for protected classes compared to non-protected classes—both across the organization to address possible EEOC investigation and by establishment for OFCCP audits. Our methodology includes an OFCCP-style compensation analysis to help anticipate results of an audit of your Affirmative Action Program.
Analysis of Performance Evaluations and Termination Decisions
In most organizations, performance ratings strongly influence employment-related decisions, including compensation, promotion, and termination. PRI analyzes ratings by race, gender, and age to uncover any evidence that one group receives disproportionately low ratings. By including factors such as job, department, and performance evaluator, we can pinpoint areas of vulnerability.
Our analyses of promotion rates by gender and race are more refined than those typically conducted by federal contractors. We also analyze differences in termination rates to reveal possible adverse impact on employees by race, gender, or age.
OFCCP Audit and Employment Litigation Support
When faced with an audit or employment litigation, organizations often struggle to compile data to defend their actions because they lack internal resources with advanced statistical knowledge and understanding of the OFCCP statistical methodologies.
PRI consultants deliver expert consultation and testimony to defend your organization in the event of employment discrimination lawsuits or wage-and-hour collective actions. We provide refined adverse impact analyses by job title and requisition to supplement standard analyses by job group—including steps analysis when indicators of overall adverse impact are present.
We also offer advanced compensation analysis to supplement annual OFCCP-style compensation studies.