The articling interview provides prospective articling principals with the opportunity to assess whether the candidate has the requisite skill, knowledge, and dedication to fill the position available. It provides articling candidates with an opportunity to assess how the training program and work environment of the firm 1 mesh with their own career plans. The Code prohibits the use of an employment application form or a written or oral inquiry that directly or indirectly classifies or indicates qualification by a prohibited ground of discrimination. Thus, an interview question might have a discriminatory impact on a candidate regardless of the intention of the interviewer. 5. racist, sexist, or otherwise improper jokes.
Discrimination can be the result of intentional or unintentional action or omission.
Intent is not a prerequisite to a finding of discrimination under the Human Rights Code . Discriminatory conduct in any aspect of the articling recruitment process contravenes the Code and may constitute professional misconduct. Examples of Inappropriate Interview Practices Since 1993, the Law Society's Placement Office has administered a questionnaire to students in Phase One of the Bar Admission Course in Toronto to learn the particulars of any inappropriate questions asked of them during their articling interviews. While some of the following questions, comments and incidents may not be motivated by any intent to discriminate, they might be found to contravene professional ethics and human rights legislation. My interviewer made an inappropriate remark of a sexual nature about an articling student at the firm.