Workforce Analytics Solutions
Comply with confidence and optimize your non-discrimination programs with expert consulting services and technology.
Affirmity’s highly-trained consultant teams are specialists in all forms of federal and state compliance needs and can help you prepare Section 503 and VEVRAA affirmative action plans, as well as reporting for EEO-1 and VETS-4212, and your state-level pay data requirements. We also offer benchmarking analysis and intuitive software solutions that help you self-manage critical programs.
Need help with reporting and benchmarking for workforce compliance?
Pay Analysis Services and Software
Align with your cultural vision and address the complexities of employee compensation with software and services that eliminate pay inequity and build consistency.
Our PhD consultants are available to perform proactive reviews of your pay practices, uncovering disparity while helping you keep your pay equity strategy on track. We also provide software to help you perform this analysis in-house. In addition, we offer services and software fulfilling the needs of businesses operating in states with pay data reporting laws.
Looking for assistance with pay analysis or reporting?
Why Choose Affirmity?
-
50
Years of Compliance Experience
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12+ Years
Average Client Tenure
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25%
of Fortune 100 Companies Served
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700+
Organizations Served
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12.5 Years
Average Consultant Tenure
Risk Assessment
Better understand compliance risk in your organization with in-depth data insights and adverse events analyses across the talent lifecycle.
Avoid potential legal and reputational risks in a range of programs with Affirmity’s risk assessment services. From reviews of your DEI-related policies, practices, and communications to analyses of hiring, performance management, promotion, and termination decisions, our consultants keep your programs compliant and effective.
Need to prove your methods are fair and merit-based?
See Our Risk Assessment Solutions
Employee Engagement
Deliver highly effective digital and live virtual training pathways or help better facilitate employee programs with our engagement platforms.
Help busy employees participate in employee/business resource groups, access mentoring, and learn about a range of workforce compliance and inclusion topics, improving their experience and your overall organizational culture. Our platforms, courses, and live virtual sessions offer time- and cost-effective solutions for organizations focused on engagement.
Do you need training, ERG, or mentoring solutions?
Find Out More About Our Employee Engagement Solutions
Affirmity Software
Address compliance requirements and non-discrimination goals with software for preparing, developing, and managing your key programs.
Through its workforce analytics and insights platform, Affirmity offers a large range of modules and stand-alone applications focused on your organization’s key personnel challenges. We can assist with:
- Workforce analytics and insights
- VEVRAA and Section 503 affirmative action plan automation
- EEO-1 and VETS 4212 reporting
- Pay equity analysis
- State-level pay data reporting
- Employee Resource Group (ERG) management
- Employee mentoring management
Searching for our full range of software solutions?
Get More Information On Our Software
“Affirmity’s work has gone above and beyond. They have been a pleasure to work with, trustworthy with the handling of sensitive information, and absolutely spot-on with their recommendations. Their team shares our aspiration to drive pay fairness. Affirmity has helped us ‘thread the needle’ and further our global strategy of providing equitable reward opportunities for all employees.”
Latest Post
Open LMS Expands Workforce Compliance Training Catalog Through Affirmity Partnership
DALLAS, TX—JUNE 11, 2025—Open LMS, a global leader in eLearning software and the largest commercial provider of open-source Moodle™ hosting and support services, today announced…
Latest Resource
Webinar: The Strategic Case for Collecting and Analyzing Workforce Demographic Data
Although EO 14173 removes the requirement for federal contractors to develop an AAP for women and minorities, doing so remains critical as a non-discrimination best practice.