The diversity characteristic that affects us all...eventually: A Primer on contemporary EEO issues related to age
Eric M. Dunleavy, Ph.D.
DCI Consulting Group
Martha E. Hennen, Ph.D.
U.S. Securities and Exchange Commission
Don Lustenberger, Ph.D.
DCI Consulting Group
- Continental breakfast included on-site.
- Breakfast and networking from 8:30 am - 9 am. Presentation starts at 9 am.
- Email questions for the presenter to email@example.com by 12pm ET the day before.
- The George Washington University
- 152 Duques Hall, 2201 G St., NW, Washington, DC 20052
- Metro Access (Foggy Bottom station) and Parking Available
When you read about or talk with most I/O practitioners about diversity, equal employment opportunity, or adverse/disparate impact, gender and race or ethnicity analyses more often than not form the bulk of that discussion. Less frequently, are other characteristics covered by civil rights and equal employment opportunity (EEO) law, for example disability or age, part of the conversation. Yet, the aging workforce and the potential retirement tsunami, is and has been of great concern to organizations, especially the federal government, for decades, and hopefully everyone reading this message and attending this workshop, will, if you are not already, eventually be a member of an age-related protected group.
This workshop’s timing could not be more on point; 2018 marked the fiftieth anniversary of the 1967 Age Discrimination in Employment Act (ADEA); age is emerging in the most recent EEO related case law. In May, we celebrate Older Americans Month (https://www.whitehouse.gov/presidential-actions/presidential-proclamation-older-americans-month-2019/), a time to reflect on the contributions and experiences of older Americans and older workers.
This session will start with a general overview of recent case law and EEO agency activity of interest to the PTC-MW community, and then focus attention on key issues in evaluating both legally and analytically age related EEO and civil right issues. With regard to age issues, we will provide: a legal update on the recent age-related case law; a consideration of age related issues in the context of recent advances in predictive analytics; and an overview of research into potential barriers to equal employment opportunity that are either directly or indirectly influenced by age. If you are not interested in this topic now, you will be someday soon. We hope to see you there.
Eric M. Dunleavy, Ph.D., is the Director of the Personnel Selection and Litigation Support Division at DCI, where he is involved in a wide variety of employee selection and equal employment opportunity/affirmative action (EEO/AA) consulting services. He also serves on staff with both the Center for Corporate Equality (CCE), a national nonprofit research group, and The Institute for Workplace Equality, a national nonprofit employer association. Both focus on education and training related to EEO/AA issues. His primary areas of expertise are in employee selection, validation research, adverse impact analyses and other EEO analytics. His most recent work has focused on advanced quantitative analyses for assessing adverse impact and on selection procedure validation research in the context of EEOC/ OFCCP enforcement and litigation support.
Eric received his M.A. (2002) and Ph.D. (2004) in Industrial/Organizational Psychology with a concentration in data analysis from the University of Houston. He received an Honors B.A. (2000) in Psychology from St. Anselm College. Eric has served as President, Vice President, and Legal Chair of the Personnel Testing Council of Metropolitan Washington, D.C. (PTC/MW), and was on the editorial board of The Industrial-Organizational Psychologist for 7 years as co-author of the “On the Legal Front” column. In 2011, Dr. Dunleavy received the first Distinguished Early Career Contributions Award – Practice award from the Society for Industrial-Organizational Psychology, which is given to individuals who have developed, refined, and implemented practices, procedures, and methods that have had a major impact on both people in organizational settings and the profession of I-O psychology. In 2015, he was elected as Fellow of the Society for Industrial-Organizational Psychology, which is an honor bestowed upon I/O Psychologists that have enriched or advanced the field on a scale well beyond that of being a good researcher, practitioner, teacher, or supervisor and have had impact that is recognized broadly.
Martha E. Hennen, Ph.D., is a Management and Program Analyst with the Securities and Exchange Commission, working in the Office of Equal Employment Opportunity. Dr. Hennen leads research to analyze and understand the aspects of workplace experience for different employee groups that may facilitate or impede equal employment opportunity. She previously held positions at the Consumer Financial Protection Bureau, where she led the talent analytics function, and at the USPS, where she was responsible for assessment and measurement at all levels of the organization.
Dr. Hennen’s research interests cover the gamut of employee measurement areas including recruitment and selection, equal employment opportunity, diversity and inclusion, employee engagement, leadership assessment, performance management, and talent analytics. Dr. Hennen is a licensed Applied Psychologist and a member of the Society for Industrial and Organizational Psychology and of the American Psychological Association. She holds a Master's degree and Ph.D. from the University of Connecticut.
Don Lustenberger, Ph.D., is an Industrial–Organizational Psychologist and Senior Consultant at DCI Consulting Group. His areas of expertise include personnel selection, validation, psychometrics, and EEO/AA analyses.
Prior to joining DCI, Don worked as a Senior Consultant with DDI in their Product Development group, leading the design and validation of tests, assessments, and simulations. He also partnered with clients to provide customized HR solutions in employee selection, development, and learning.
Don earned his M.S. in Psychology and Ph.D. in Industrial–Organizational Psychology from Purdue University.
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