Peopleclick

 

The Peopleclick Authoria Research Institute

The Peopleclick Authoria Research Institute (PRI) 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 relative to Equal Employment Opportunity (EEO), Affirmative Action (AA), and diversity. Be proactive and minimize risk by identifying and addressing potential discrimination before it goes to court.

 

 Strategic Diversity Metrics

Strategic Diversity Metrics

The Peopleclick Authoria Research Institute (PRI) is a team of professional consultants that conduct tailored research studies utilizing its staff of statisticians, economists and industrial psychologists to analyze various HR programs and any large body of data. PRI has been involved with these issues for over 30 years and employs over 70 experts dedicated to providing consulting and statistical analyses of your diversity metrics. Don't just take our word for it. Find out how Home Depot built its compliance and diversity program.
 

Termination Analysis

Termination Analysis

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.

Compensation Analysis

Compensation Analysis

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. Download this white paper for additional insight - Compensation Analysis: The OFCCP's Three-Tiered Audit Strategy

Test Validation

Test Validation

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. For more information, download our white paper on applicants tests - Questions the Government is Asking about your Employment Tests: Do you have the Answers?

OFCCP Audit Readiness

OFCCP Audit Readiness

Many organizations want to be prepared in the event of an Office of Federal Contract Compliance Programs (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.

OFCCP Audit and Legal Defense

OFCCP Audit and Legal Defense

PRI works with organizations undergoing Office of Federal Contract Compliance Programs (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.
 

 
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