The Peopleclick® Research Institute
Authorities on Quantitative Analysis of Equal Employment Opportunity,
Affirmative Action and Diversity Issues.
Today’s organizations are under constant scrutiny for evidence of
employment discrimination and often find themselves as defendants in
legal actions or government audits.
The Peopleclick Research Institute is a
team of professional consultants who
apply statistical models in innovative
ways to help you analyze the impact of
your human resources decisions and
practices.
PRI provides consulting services that enable
you to:
Be proactive.
Your organization’s compensation and
fair employment practices are often
closely scrutinized by both governmental
and legal entities. PRI performs
quantitative analyses of your
compensation, hiring, promotion and
termination practices so you can identify
and address potential discrimination
before it goes to court.
Minimize risk.
PRI works in a consultative fashion with
you to mitigate risk by analyzing
employment practices before they become
liabilities. PRI will help you anticipate
what the OFCCP might find in an audit,
determine compensation inequities
before others do and find potential
adverse impact of layoffs before pink
slips are issued.
Solving Complex Problems in a Wide Variety of Industries
The Institute’s expertise in the use of statistics in employment
discrimination litigation has motivated clients to engage them for assistance
with a wide variety of matters, including:
PRI Services:
Learn about our interactive, online compliance and diversity courses, powered by emTRAiN. Developed by a team of employment attorneys, HR professionals, and trainers, these courses meet the training needs of any organization across all industries. The use of streaming video and/or pictorial workplace scenes help learners identify, understand and appropriately react to common issues and problems that can occur in their own workplace. The intuitive LMS platform helps administrators efficiently plan, deploy, track, and measure training for all employees. Click here for a list of courses or contact eeosales@peopleclick.com for more information.
PRI will group applicants into pools based
on the similarity of their job-related
qualifications. They will compare the race
and gender composition of each pool to
that of the individuals hired from each
pool. PRI will identify all pools that
contain a statistically significant
imbalance of hires by race and gender,
and will also note whether there is an
overall imbalance across all job-related
pools.
For involuntary turnovers, PRI will
analyze differences in dismissal rates
among similarly-situated employees at
risk of dismissal. This can be done
proactively or retroactively. In the case of
voluntary turnovers, PRI will analyze
differences in exit rates among
similarly-situated employees to see
whether a disproportionate number of
women or minorities are choosing to leave
the organization. For mergers and
acquisitions, PRI will compare those in
similar jobs to determine whether there
is any adverse impact on a protected
group (age, race or gender) before layoffs
are finalized, thereby minimizing
litigation risk.
PRI will analyze differences in current
pay rates among employees performing
the same jobs with similar levels of skill,
effort and responsibility. In pay
progression studies, PRI looks at
differences in the rate at which employee
pay progresses over time owing to merit
pay increases, job promotions or
job transfers.
PRI can assist with determining whether
any screening questions or tests used to
evaluate applicants have an adverse
impact on any legally protected group.
Similarly, some steps in an applicant
workflow may disqualify a
disproportionate number of applicants of
a particular race or gender. This helps
organizations protect themselves against
claims of race or gender bias in applicant
or employee testing for pre-screening,
selection or advancement.
Many organizations want to be prepared
in the event of an OFCCP audit. PRI can
perform the same statistical analyses the
OFCCP would perform when analyzing
differences in pay among employees
classified in the same job groups. PRI can
also analyze differences in pay among
employees performing jobs deemed to be
similar to one another.
PRI works with organizations undergoing
OFCCP audits by using statistical
analyses to anticipate what the OFCCP
may find, and then counter OFCCP
findings of adverse impact. PRI also
assists employers and plaintiffs in
statistical aspects of employment
discrimination lawsuits. PRI consultants
can help put forth their case-in-chief,
quantify damages, and rebut findings
of opposing statisticians while working
collaboratively with attorneys and
HR professionals.
