DCI Consulting Blog

By Zhuang Liu

BLOG OVERVIEW: Italy has officially transposed the EU Pay Transparency Directive through Legislative Decree No. 96/2026, effective June 7, 2026. Employers must now base pay and classification systems on objective, gender-neutral...

By Murray Simpson, Ph.D.

BLOG OVERVIEW: Justifying a gender pay gap of at least 5% under the EU Pay Transparency Directive means identifying objective, gender-neutral factors that explain the gap and confirming that it falls below the 5% threshold...

By Fred Satterwhite

The collection of disability status from applicants and employees by federal contractors has been extended for another three years. On July 16, 2026, the Office of Information and Regulatory Affairs (OIRA) approved, without...

By Cassie Alfheim and Fred Satterwhite

BLOG OVERVIEW: On June 26, 2026, EEOC announced a $2.8 million sex discrimination settlement with LeachGarner, a Berkshire Hathaway metallurgical company, over allegations that it segregated jobs by sex and...

By Fred Satterwhite

BLOG OVERVIEW: Federal regulators have extended approval for employers to continue collecting applicant race, ethnicity, and sex self-identification data under the Uniform Guidelines on Employee Selection Procedures (UGESP)...

By Emily Kimble and Victoria Ungvary

BLOG OVERVIEW: California’s SB 464, signed in October 2025, overhauls the state’s pay data reporting requirements and most notably replaces the 10 EEO-1 job categories with 23 SOC-based categories beginning with...

By Ben Kerner and Yesenia Salguero

BLOG OVERVIEW: On May 22, 2026, the European Commission reaffirmed that the EU Pay Transparency Directive will proceed on its original timeline, declining member state requests to delay or renegotiate ahead of the...

By Murray Simpson and Brittany Dian-Hansell

BLOG OVERVIEW: The EU Pay Transparency Directive (Directive (EU) 2023/970) required all 27 member states to transpose it into national law by June 7, 2026, but only four met the deadline. EU Member States...

By Kristen Pryor and Cassie Alfheim

BLOG OVERVIEW: In EEOC v. Psychological Dimensions, LLC, the U.S. Equal Employment Opportunity Commission issued administrative subpoenas to a third-party pre-employment assessment vendor, not the public employers...

By Joanna Colosimo

BLOG OVERVIEW: On June 4, 2026, EEOC adopted a new National Enforcement Plan (NEP) for Fiscal Years 2025–2029, replacing the prior FY2024–2028 Strategic Enforcement Plan and marking one of the most significant shifts in federal...

By Grace Boudjalis

BLOG OVERVIEW: Connecticut’s Artificial Intelligence Responsibility and Transparency Act (CART Act), signed into law on May 27, 2026, is one of the broadest state AI laws to date and imposes new compliance obligations on employers...

By Kate Hayek

BLOG OVERVIEW: Maine has enacted LD 54, a pay transparency law signed by Governor Janet Mills on April 24, 2026, and expected to take effect July 29, 2026. Employers with 10 or more employees must include a pay range in job postings...