TAGS: faculty, ethics
The role you as faculty play in the employment process complements the role played by career services. Occasionally, however, helping students in their job searches can result in unanticipated illegal or unethical actions.
The National Association of Colleges and Employers (NACE), the leading source of information on the employment of the college educated provides a set of ethical standards for guiding the job-search process. Titled Principles for Professional Practice, these are based on notions of fairness, equal opportunity, truthfulness, non-injury, confidentiality, and lawfulness.
The six essential precepts that serve as the foundation to achieve the best match between the individual student and employer are:
Employers may contact you to request the names of students who would be good candidates for internship and job opportunities. At first glance, it seems harmless to provide the names of your best students. However, there are some potential legal and ethical pitfalls. By identifying individuals for employment on a “regular” basis, you may be considered an “employment agency” for purposes of compliance with equal employment opportunity laws.
We must maintain an environment of equal employment opportunity and act in a fair and nondiscriminatory manner without regard of a student’s race, color, gender, religious belief, color, national origin, disability, veteran status, or any other factor beyond bona fide occupational qualifications that may exclude a student from consideration for a position for which she/he is qualified.
If you receive a request for student referrals, the initial request from the employer should be sent to the college career center so that the position can be posted openly for all qualified candidates. There are practical reasons for these actions:
Employers may ask for your assistance with their minority recruiting efforts.
While it is lawful and ethical for you to assist employers in reaching out to minority groups, it is inappropriate for you to identify only those individuals you know to be members of a specific group. You have an obligation to provide a “fair,” open, and inclusive system, i.e., one where all students have access to information about career opportunities.
You can make announcements in class, post signs in your department, notify minority student organizations (e.g., societies of black, female, or Hispanic engineers, or LGBT organizations), but you should also send the request and employer on to the career services office. Also, refer the employer to your college's minority student advisory office (if one exists). That office may be authorized to provide a full list of the members of a requested population.
If you are asked by an employer to provide a reference for a student, be aware that either you or the school must have prior written authorization from the student, and you should provide information that is based on facts, not conjecture, and not on personal information unrelated to the student's qualifications for the job in question.
In cases of uncertainty relative to the rights of students and practices that may subject the college to legal scrutiny, contact your career services office for information and direction.
Check with your career center for additional resources that can assist you in assuring an employment process that is free from discrimination and provides equal opportunities to all qualified students.
Revised 2016 by the Principles for Professional Practice Committee
Median number of professional career services staff
Percent of career centers housed in student affairs division
Median square footage of career center
Percent of career centers offering for-credit career classes
Percent of career centers conducting first-destination surveys
2017-18 Career Services Benchmark Survey