Career Services Anti-Discrimination Statement
Â鶹´«Ã½’s Policy on Discrimination, Harassment, and Sexual Misconduct prohibits discrimination and harassment on the basis of race, color, religion, creed, national origin, ethnicity, caste, sex, pregnancy, sexual orientation, gender identity, gender expression, parental status, marital status, age, disability, citizenship status, veteran status, genetic information, reproductive health decision making, height, weight, or any other classification protected by law (referred to as “protected classes”) in the educational programs or activities Â鶹´«Ã½ operates, including but not limited to matters of admissions, employment, housing, or services.
Â鶹´«Ã½'s Interim Policy on Title IX Sexual Harassment applies to sexual misconduct that occurs within specific geographic and programmatic parameters.
Other forms of misconduct not covered by this policy or the Interim Title IX Policy on Sexual Harassment may be addressed by other Â鶹´«Ã½ policies (e.g. Student Handbook, Faculty Handbook, and Staff Handbook). The University has adopted the following standards of conduct for all members of our community – students, faculty, and staff, as well as University vendors, contractors, visitors, guests, volunteers, interns, and third parties.
Any alleged violations of these policies or questions with respect to nondiscrimination should be directed to Â鶹´«Ã½’s Office of Civil Rights and Title IX Compliance 1800 Sherman Avenue, Suite 4-500, Evanston, Illinois 60201.
Employer Expectations
Although the above-mentioned policies do not explicitly apply to external partners, it is our expectation that alumni and employer partners uphold these principles during recruitment activities and professional experiences with students including, but not limited to co-ops, internships, and practicums.
Students can report concerns about specific employers or supervisors either to any of the career services offices at Â鶹´«Ã½ or directly to Â鶹´«Ã½’s Office of Civil Rights and Title IX Compliance. The Office of Civil Rights and Title IX Compliance will maintain records of any such report and will coordinate an appropriate response to the concerns with the Executive Director, Â鶹´«Ã½ Career Advancement. The Executive Director will review any concerns and consult with the Â鶹´«Ã½ staff member or office who manages the relationship with the employer or supervisor. Final decision for implementation of any next steps will rest with the office or individual who manages the relationship with support from the Executive Director and the Office of Civil Rights and Title IX Compliance. When considering next steps, career services staff will review the current concerns in context of past and/or future concerns. Next steps may include:
- Discussion and written documentation of Â鶹´«Ã½’s concerns with the organization’s supervisor and/or human resources.
- Issuance of warning letter, citing relevant information along with criteria for improvement. Notification of career services staff of the determination.
- Suspension of recruiting privileges and university-sanctioned work experiences. Notification of career services staff of the determination.
- Termination of recruiting privileges and university-sanctioned work experiences. Notification of career services staff of the determination
Recruiting relationships may be reinstated at the discretion of the individual or office that manages the recruiting relationship.
Last updated 1/14/2025