RESPECT  |  TRUST   |  INCLUSION  |  DISCOVERY  |  EXCELLENCE

Blinded by a Dual Interest:

Hiring of Relatives

A senior financial analyst is aware of a job in their area that will soon be posted. The job is within their department in their same job function but at a lower level. The senior financial analyst believes their spouse would be a good fit for the role. On the team, the senior financial analyst usually would supervise the lower-level financial analyst position. The spouse submitted an application for the job and was included in the candidate pool for interviews. The division’s HR director was alerted to this by one of the financial analyst’s colleagues. The colleague was concerned this had not been disclosed appropriately and worried about the potential for favoritism in hiring. The division’s HR director contacted the Speak Up Program due to the potential conflict of interest.

Duke’s Values in Action

Avoid activities, pursuits or financial interests that are not compatible, in reality or perception, with our responsibilities.  Do not use our positions of influence or authority to secure personal advantage or gain.

Relevant Policies:
Nepotism Policy
Consensual Relationship Policy
Dual Interest Policy

Resources:
Duke Ombuds
Duke Personal Assistance Service
Duke Human Resources

Fact finding and intervention:

The appropriate Duke office reviewed the matter with the departmental leadership as well as HR Staff and Labor. The HR director indicated the lower-level financial analyst position usually reports to the financial analyst III position and that even if the reporting relationship was altered in iForms, the senior financial analyst is the only person with the appropriate expertise to review the other financial analyst’s work. The Duke Nepotism Policy states that Duke staff may not hire or supervise their relatives. Exceptions are only granted if the relative has unique and unusual skills necessary for the position and if the skills are not readily available in the labor market, a waiver may be requested. In addition, per the Consensual Relationship Policy, consensual relationships in the workplace or that also involve power differentials can create the risk of misconduct, favoritism, and/or prohibited discrimination or harassment.

Resolution and action plan:

  • The senior financial analyst was notified of the Nepotism and Dual Interest Policies.
    • Any potential hiring of relatives should be reported and assessed prior to the hiring process.
  • The departmental leadership met with the senior financial analyst to explain the perceived and real conflict of interest in pursuing their spouse as a candidate for the open position.
  • The potential conflict was untenable due to the functional relationship between the senior financial analyst and their team members and the policies in place.
    • A waiver request was not appropriate in this instance per the policy.

*This vignette is loosely based on real cases received through Duke’s Speak Up program and/or other investigatory offices.  Creative license was taken to protect the identities of those involved.*