Regression Analysis
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The Office of Federal Contract Compliance Programs (OFCCP) is part of the U.S. Department of Labors Employment Standards Administration. OFCCP is responsible for ensuring that employers doing business with the Federal government comply with the laws and regulations requiring nondiscrimination and affirmative action. This mission is based on the underlying principle that employment opportunities generated by Federal dollars should be available to all Americans on an equitable and fair basis.
A primary objective of the Office of Federal Contract Compliance Programs (OFCCP) is to analyze federal contractors workforces and identify disparities in pay between women and men or minorities or non-minorities. When disparities are found the agency will perform additional analyses and investigate whether there is evidence of systematic discrimination. The OFCCPs tool of choice for these studies is regression analysis.
Most companies are vulnerable in the area of pay disparity because of the difficulty in complying with laws that protect people who perform substantially equal work in the same establishment from sex-based wage discrimination (Equal Pay Act of 1963).
The Peopleclick Research Institute (PRI) is a team of professional consultants who apply statistical models in innovative ways to solve complex business and legal issues. PRI enables you to anticipate the OFCCPs findings by conducting a pay equity analysis using regression. PRI also conducts additional analyses using rank sum models. This technique has been found to be more appropriate for detecting pay discrimination than regression analysis. PRI has professional consultants that manage the analysis of your data and provides an interpretation of the results.
PRI delivers specialized services for compensation analysis. The regression studies will be accompanied by a written interpretation of the results. The options include:
* Regression analysis that compares compensation levels between males and females using annual salary as the dependent variable, with your choice of using either job group or EEO category, plus company seniority and gender as explanatory variables.
* Regression analysis that compares compensation levels based on race using annual salary as the dependent variable, with your choice of using either job group or EEO category, plus company seniority and race as explanatory variables. This analysis can be conducted