Is it necessary for lawyers to refuse to recruit graduates from Sichuan University to create employment discrimination because of negative events in universities?

Employment discrimination is a topic of great concern, and one of the related topics is whether people involved in negative events in universities should create employment discrimination. This issue has aroused extensive discussion and debate, because it involves issues of ethics, morality and social equity. Some people think it is reasonable and necessary to discriminate against graduates who were involved in negative events during their college years, while others advocate giving these students a chance to turn over a new leaf. This paper will discuss this topic from different angles to help us better understand and think about whether it is necessary to carry out negative events in universities to create employment discrimination.

1. Protecting the fairness of employment opportunities: Some people think that the employment discrimination of college graduates involved in negative incidents is to protect the fairness of employment opportunities. If a student engages in illegal, immoral or social image-damaging behaviors during his college years, the employer may be reasonably worried about hiring employees with such bad records in the future. Employment discrimination is considered as a reasonable right of free choice.

2. Employers' interests and reputational risks: Employers may put their reputation and interests first and choose not to hire graduates involved in negative events during their college years. This is because negative events may lead consumers and business partners to distrust the enterprise or have potential business risks. Employers may think that avoiding employees related to negative events is a rational business behavior.

3. Personal change and second chance: Another view is that there is no need to discriminate against those who participate in negative events in universities. College students are in the process of growth and learning, so people should give them the opportunity to correct their mistakes and let them grow into better people. Employers can consider giving these students a second chance, such as an interview and personal evaluation, to see if they have learned from their past mistakes and have a mature attitude and behavior.

4. Prevent discrimination and promote tolerance: Some people think that employment discrimination against participants in negative events in universities may lead to a cycle of discrimination and exclusion. This kind of discrimination may have a negative impact on individuals' mental health and self-esteem. We should advocate an inclusive and tolerant society. When evaluating a person's employment qualification, we should mainly pay attention to his personal ability and experience, not past mistakes.

It should be noted that each case and situation may have different considerations. It is important to carefully weigh various viewpoints and scenarios in order to find a balance point suitable for a specific environment and social values. In addition, regulatory agencies and legal systems will also restrict and regulate employment discrimination to a certain extent, so as to ensure the fair and proper handling of negative events.