Module 7

2. Ethical and Legal Employment Considerations

Photo: Abhimanyau, courtesy of the Tourism Practicum program at CAPU

While legal compliance forms the foundation of any work-integrated learning (WIL) placement, ethical considerations are just as essential for creating meaningful, inclusive, and equitable experiences. Hosting a WIL student isn’t only about following employment standards; it also involves proactively supporting student well-being, learning, and equitable participation.

In this section, we examine how ethics and compliance intersect and explore common workplace risks, including discrimination, lack of accommodations, and inequities in supervision or expectations.

Legal Responsibilities: A Baseline for Student Employment

Employers who host students in paid placements must follow all relevant labour standards, including:

  • Minimum wage and compensation laws (if the role does not qualify as unpaid under B.C.’s Employment Standards Act)
  • Health and safety obligations
  • Protection from harassment or discrimination
  • Job-protected leave entitlements (for paid employees)

Placements that fall under formal academic programs may be exempt from minimum wage laws, but they must still be safe, supervised, and centred on learning.

Ethical Practices: Going Beyond Compliance

Even when not legally required, ethical WIL practices help ensure all students, including those from equity-deserving groups, have an equal opportunity to succeed. Ethical practices involve:

1. Providing Equitable Access

  • Use inclusive hiring and interview practices, such as sharing interview questions in advance or allowing for diverse communication styles (Resource 1).
  • Clearly communicate job expectations, schedules, and evaluation criteria before the placement begins.

2. Offering Appropriate Accommodations

  • Follow best practices when a student requests accommodation related to disability, health, or other needs (Resource 2).
  • Adopt a universal design approach to reduce barriers before they arise.

3. Preventing Discrimination

  • Be aware of both overt and subtle forms of discrimination, including unconscious bias in supervision or exclusion from workplace social activities (Resource 3).
  • Create an environment where students feel comfortable reporting concerns and accessing support.

Tools and Supports for Ethical WIL

Several national and provincial resources are available to help employers meet their ethical and legal responsibilities:

  • CEWIL’s PEAR Framework (Resource 5) encourages integration of pedagogy, experience, assessment, and reflection in WIL design.
  • HEQCO WIL Guide (Resource 6) provides best practices for inclusive onboarding, supervision, and feedback.
  • Mitacs BSI (Resource 13) outlines expectations for student support, IP protection, and co-supervision—all tied to ethical hosting.