Mitigate DEI Risk
Sweeping changes to federal regulation initiated by Executive Order 14173 mean that organizations should assess their DEI programs for potential legal risk. The EO compels federal contractors specifically to certify that they are in full compliance with anti-discrimination laws and do not participate in “illegal DEI practices”. Non-compliance may put your organization’s federal contracts at risk. While only federal contractors are required to certify, it is also advisable for non-contractors with DEI programs to assess their efforts.
Affirmity will collaborate with your teams and legal counsel to conduct a full attorney-client privileged assessment of your program’s potential legal and reputational risks while safeguarding the inclusive objectives and long-term business value of your current efforts.
Affirmity’s DEI risk assessment approach involves:
- Full DEI program assessment
- Comprehensive data analysis and recommendations
DEI Program Assessment
Affirmity experts will review your current DEI-related policies, practices, and communications, identifying potential risk areas in relation to laws such as:
- Title VII of the Civil Rights Act of 1964
- Equal Pay Act of 1963
- Americans With Disabilities Act (ADA) 1990
- Age Discrimination in Employment Act (ADEA) of 1967
- Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA)
- Section 503 of the Rehabilitation Act
DEI Data Analysis & Recommendations
Affirmity experts will review your workforce data to confirm that historical talent decisions were based on merit and in compliance with the latest non-discrimination laws. This process involves identifying areas that may need additional investigation with robust statistical methods. This will give your organization detailed recommendations on how to implement and monitor talent selection, performance, and compensation practices that are fully aligned with anti-discrimination laws.
Contact Us for More Information
Why Choose Affirmity?
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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
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Trusted Advisors
PhD-level statisticians oversee all phases of our risk assessment—defining areas of study and statistical methods. We collaborate with your counsel to maintain privilege.
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Data Preparation & Validation
We verify the accuracy and quality of selection, compensation, and other forms of employee lifecycle data before analysis to ensure that study results are valid and actionable.
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Robust Methodologies
We apply statistical methods used by federal and state agencies, as well as supplemental assessments.
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Actionable Outputs
We supply a written report that will give your team a clear understanding of risk areas and a detailed plan of recommendations for future implementation.
“I am thoroughly impressed by Affirmity’s professionalism and customer service. They are very knowledgeable and responsive. I greatly appreciate how their team is willing to spend as much time as I need to discuss my thoughts or understand the technical aspects of their service. Affirmity has established itself as a trusted human capital solutions partner for my organization.”
Insights and Resources for HR and Compliance Teams
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Your Post-EO 11246 Non-Discrimination Best Practice Checklist -
How 5 Best Practices Could Have Prevented Recent EEOC and OFCCP Violations -
How to Use Data to Increase the Value of Your DE&I Program