Discrimination based on veteran status is illegal. It is permissible to ask questions about the skills and
duties performed during service. However, search committees may not ask the type of discharge the
candidate received. This may require the candidate to divulge private information, such as a medical
history, which cannot be used as a factor in their evaluation. Additionally, search committees should
questions that ask about the candidate’s current military status such as:
“Did you rem
ain in the reserves after your service? Are you still in the reserves?
“How likely is this to affect your service to our department?”
Information received from these types of questions is irrelevant to the candidate
s evaluation as service to
the reserves or National Guard must be honored by employers and cannot be a factor in a person
evaluation for hire, promotion, or termination.
Do not use marital status as a factor in evaluating candidates. Neither should known or perceived family
responsibilities be a consideration. Questions which would require the candidate to divulge this type of
information should be avoided. When speaking with candidates, avoid questions or comments such as:
“Do you have children?
This department is very family-
“Are you married? How would your spouse feel about moving?”
Search committees should avoid making assumptions about a candidate’s ability to relocate because of
his or her spouse. These are issues to be worked out between the candidate and his or her spouse, not
the search committee. At the offer stage it is permissible to inquire if the candidate has any criteria that
would make the offer more appealing.
The current pregnancy status of a candidate or her impending pregnancy status cannot be used as a
factor in her evaluation. Search committees should not ask women if they plan to have children or what
their childcare plans are. Information about the university’s childcare centers should be included in all
candidate packets and not just those of female candidates.
It is not permissible to use gender as a factor in evaluating candidates. All questions or comments related
to gender should be avoided. If information about gender specific services (ex: Women’s Affairs) is
included in candidate packets it should be included in all candidate packets, not just those of that gender.
When speaking with candidates avoid comments such as the following:
“How would you feel about working in a department of mainly men/women?”
“It is rare to find a woman/man doing this type of research.”
Additionally, courts have ruled it is illegal to hire women for less pay than men, simply because the
market will bear it. The financial implications involved with a person
s gender should not be a factor in
his or her evaluation.
Indiana University policy prohibits discrimination based on sexual orientation. A search committee
cannot use sexual orientation as a factor in evaluating candidates. Search committees should not
ons about a candidate’s sexual orientation based upon mannerisms or research interests.
Questions which may require the candidate to divulge private information such as his or her sexual
orientation should be avoided, as well as, comments about anyone’s s