Non-discrimination Policy

Villanova University Charles Widger School of Law does not discriminate on the basis of race, color, age, sex, religion or creed, national/ethnic origin, veteran status, sexual orientation, gender (including identity and expression), or disability. The School of Law is committed to the belief that "with respect to the fundamental rights of the person, every type of discrimination, whether social or cultural, whether based on sex, race, color, social situation, language, or religion, is to be overcome and eradicated as contrary to God's intent" (Vatican Council II, Gaudium et Spes No. 29).

In compliance with applicable laws and/or the above stated policy, the Office of Career Strategy makes its recruiting programs available only to employers whose employment practices are in compliance with the Law School's Non-Discrimination Policy and free of harassment, including sexual harassment. By participating in Villanova recruiting programs, an employer agrees to comply with this non-discrimination and anti-harassment policy.


Message about JAG/Military Recruiting

The military's Judge Advocate General (JAG) departments legally consider, among other things, factors such as age, and physical disability in their recruiting practices. The Association of American Law Schools, of which Villanova University School of Law is a member, believes that allowing the JAG to recruit on campus is inconsistent with AALS Bylaws (Section 6-3), which require a member school to pursue a policy of providing its students and graduates with an equal opportunity to obtain employment without discrimination. Nonetheless, the AALS has authorized members schools to permit JAG recruiters on campus, provided that this notice of conflict between AALS policy and JAG recruiting practices is provided to students considering interviewing with JAG recruiters.

Grievance Procedure for Student Complaints Concerning Employer Practices

Students are strongly encouraged to notify the Executive Director of Career Strategy or Associate Dean of Academic Affairs of any and all improper recruiting practices or inappropriate interviewing conduct as soon as possible after the incident in question. Complaint procedures aim at correction of abuses and conciliation where appropriate. Where correction and conciliation are not appropriate, complaint procedures contemplate determination of whether non-discrimination policies have been violated and sanctions should be imposed. Students may voice a complaint about an employer's practices by taking these steps:

  • Step 1:
    Notify the Executive Director of Career Strategy and Advancement or Associate Dean of Academic Affairs orally or in writing. Specify clearly that you wish to voice a complaint about an employer's recruiting or interviewing practices.
  • Step 2:
    After being notified, Career Strategy or the Dean will arrange a meeting with you to discuss the incident and relevant circumstances.
  • Step 3:
    Identify "next steps." Based on the totality of the circumstances, including but not limited to the nature of the incident, the student's desired outcome and willingness to go forward, and the Law School's interest in fair recruiting programs, Career Strategy or the Dean will identify appropriate action, if any, to take. Such actions could include, but may not be limited to: asking the student to prepare a written letter or statement describing the incident, interviewing other students who met with that employer, and/or notifying the employer to discuss the allegations and correct the improper practices.