Equity in Internship Access

Why are unpaid internships still a thing in 2025? ❌ We hear so much talk about equity, access, and inclusion. About supporting young people. About widening the talent pipeline. And yet—many organisations, even those of us working in education, development, or social impact—still offer unpaid internships. This isn’t just a question for others. It’s one for all of us. Unpaid internships are exclusionary. They limit access to those who can afford to work for free—usually those with family support, financial privilege, or another income. That means the voices we most need at the table—those with lived experience—are often the very ones locked out. And it sends a message: ➡️ That early-career professionals should be grateful for “exposure” ➡️ That time, ideas, and labour don’t deserve compensation ➡️ That equity is something we talk about, not practise ➡️ That lived experience is valued in theory—but not enough to be paid for This isn’t just about money. It’s about values. About fairness. About who gets a chance to contribute—and who doesn’t. Here’s the reality: • Nigeria 🇳🇬 – 70% of interns receive no pay (African Youth Union Commission, 2023) • India 🇮🇳 – 60% of internships listed on major platforms are unpaid (Internshala Report, 2023) • UK 🇬🇧 – 43% of internships remain unpaid (Sutton Trust, 2022) • US 🇺🇸 – 40% of internships are unpaid (NACE, 2022) • EU 🇪🇺 – 30% of traineeships are unpaid (European Youth Forum, 2023) • South Africa 🇿🇦 – Widespread unpaid internships, especially in NGOs and creative sectors (Media Monitoring Africa, 2023) Globally, unpaid internships are most common in sectors like education, media, and international development—fields that often speak the language of equity, but don’t always practise it. (ILO, European Youth Forum, InternsGoPro, 2022–2023) And access isn’t equal. Young people from wealthier families are more than five times as likely to access high-status internships (Sutton Trust, 2022). And here’s the irony: Even for those who can afford to take unpaid internships, the long-term returns are often worse. Research shows that early-career professionals who take unpaid internships are less likely to receive a job offer, and earn less five years later than those who did paid internships. Why? Because paid internships are more likely to lead to jobs, mentoring, and real learning. Unpaid ones—no matter how “high-profile”—often don’t. So this is a moment to pause and reflect. To ask hard questions about how we practise what we preach. If we genuinely care about equity and inclusion—shouldn’t we be leading the change? Unpaid internships are not a foot in the door. They’re a barrier. If you’ve experienced this—or changed your approach in your organisation—I’d love to hear from you. What’s helped? What needs to shift? #education #equity #internships #inclusion #futureofwork #sdg4 #transformingeducation

Unpopular opinion: unpaid student roles are an equity issue. Let me explain. Recently, a partner organization reached out about hosting an event at Santa Clara University and asked if we could provide student volunteers. At Miller Center for Global Impact, we don’t use student volunteers. This often surprises people. Especially in the social impact world, so it’s worth unpacking. Volunteering is valuable. Many incredible organizations rely on the generosity of people who freely give their time and energy, and I deeply respect that. But being able to volunteer is also a privilege. At Santa Clara University, I see this clearly. Some students can afford to work unpaid. Many cannot. I work with LEAD students, first-gen students, international students, and students supporting themselves or their families. For them, an unpaid opportunity, no matter how “impactful” or “career-changing” is simply not accessible. And historically, this has meant that the most transformative internships and fellowships often go to students from more resourced socioeconomic backgrounds. Not because they’re more talented or more committed, but because they can afford to say yes. That’s not equity. So we made a different choice. At Miller Center: ✔️ All student fellowships are paid. We cover airfare and provide stipends so students don’t have to worry about rent or basic expenses while working abroad. ✔️ All internships are paid. Students earn an hourly wage aligned with California pay standards. ✔️ Partner organizations aren’t burdened with these costs. We cover them, so enterprises aren’t excluded either. This is what sets our student programs apart. We try (imperfectly but intentionally) to level the playing field by taking money and the stress that comes with money, out of the equation. So when we say we don’t believe in volunteering, what we really mean is this: Access shouldn’t depend on who can afford to work for free. 💸🚫 And maybe it’s worth asking - across higher education, social impact, and beyond: Who are “volunteer opportunities” really designed for? Anthony Sampson | Linda Momota-Gentry | Brigit Helms | Diana McKeage | Ricardo C. | Andrew Biros, Ed.D. | Karen Carter | Jocelyne Pulido 📷 : 2025 Fellows 🇷🇼 🇰🇪 🇲🇽 🇮🇳 -Inkomoko Fellows Julia Routh, Saron Weldemariam, Isabelle Pink in Rwanda -FCF India Fellows Rachel Lin-Peistrup, Arturo Torres Torres Landa in India -Rutopía Fellow Shivani Glynn in Mexico -Jibu Inc. Fellows Erik Pompermayer, Cecelia Fox-Middleton in Rwanda

Unpaid internships aren’t opportunities. They’re gatekeeping in disguise. In South Africa, where youth unemployment is over 60%, we need to have honest conversations about access, equity, and how we are treating those trying to enter the workforce especially in industries like tech, cybersecurity, media, and fashion. Globally, over 40% of internships are unpaid. Locally? It’s worse. Some of the most talented, hardworking young people are expected to work full-time for R0 no stipend, no transport allowance, not even lunch. Just the vague promise that “it will look good on your CV.” Let’s be honest: Who can afford to work for free? Who can risk commuting, buying data, and showing up daily without pay? Only those with some level of financial safety net. So what does that mean for the rest? The youth from townships, rural areas, and working-class families? They’re not lazy. They’re not entitled. They’re locked out. And while unpaid internships are dressed up as “opportunities,” they’re actually reinforcing systemic inequality. Because access shouldn’t depend on privilege. Even research backs it up: Paid interns are twice as likely to receive job offers compared to unpaid interns. Why? Because they’re treated as real contributors, not free labour. So, if we really care about transformation, let’s stop expecting people to prove themselves through unpaid work. Let’s fund internships. Let’s offer stipends. Let’s build pipelines not walls. Because unpaid experience doesn’t uplift people it filters them out. #CareerAccess #YouthEmployment #InternshipOpportunity #TechForGood #CybersecurityCareers #Transformation #InclusionMatters #LinkedInVoices #SAYouth

“Let’s Stop Normalizing Unpaid Internships.” Because here’s the truth nobody wants to say: Some of the most talented, driven, qualified students and young professionals are being pushed out of opportunities before they even start — simply because they can’t afford to work for free. We tell them to “get experience” — but offer no pay. We tell them to “break into the industry” — but only if they can afford to volunteer for 15–30 hours a week. We glamorize the struggle, celebrate the grind, and pretend that unpaid labor is a rite of passage. It’s not. It’s systemic gatekeeping — dressed up as hustle. 📚 Education isn’t cheap 🚗 Commuting costs money 🍽️ Meals during shifts cost money 💡 And let’s not even talk about rent, bills, or mental health If you’re asking someone to show up, perform, and add value to your company or event — they deserve compensation. Period. And no, a “thank you” and a bullet point on their résumé won’t cut it. If we really care about the next generation of leaders, we have to invest in them. That means paid internships. Stipends. Flexible schedules. Real mentorship. Development that doesn’t come at the cost of survival. Stop saying “we care about inclusion” while building systems that only serve the privileged. We don’t just want the seat at the table. We want the same access, same resources, and same respect. #HustleWithPurpose #UnpaidInternshipsAreExclusion #InvestInPeople #EquityAndAccess #RealOpportunityOnly

⚖️𝐈𝐧𝐭𝐞𝐫𝐧𝐬 𝐒𝐡𝐨𝐮𝐥𝐝 𝐁𝐞 𝐏𝐚𝐢𝐝 – 𝐍𝐨 𝐄𝐱𝐜𝐮𝐬𝐞𝐬!💪 Fair Internship Initiative ’s (FII), 2024 UN Internship Programme Quality Index report, calls for a critical need for equitable, accessible, and quality internships within the UN system. Key Insights: 1⃣ Quality & Pay Go Hand in Hand Paid interns benefit more, with 86% receiving visa support and clear goals, unlike unpaid interns, 41% of whom face financial stress (up to 59% without family help). 2⃣ Cost of Living Needs Fair Pay   Living costs in cities like Geneva and New York ($1,637–$2,121 monthly) make unpaid internships inaccessible to many, excluding diverse voices. 3⃣ Support for Paid Interns   75% of paid interns receive formal onboarding; only 48% of unpaid do. UNICEF excels, with 66% reporting strong supervisor support, compared to 35% at the UN Secretariat. 4⃣ Unpaid Work Reinforces Inequality   Nearly 50% of UN interns come from Western countries; only 10.5% are African due to financial barriers. Fair pay would increase diverse representation. 5⃣ Career Growth through Paid Internships   Paid interns experience structured feedback and mentorship, unlike many unpaid interns who miss these growth opportunities. 6⃣ Top Agencies Lead by Paying Interns   Organizations like WIPO, WHO, and ILO rank high because they pay; the UN Secretariat ranks lowest with unpaid roles. 7⃣ FII's Call to Action: Pay Fairly for True Opportunity   A minimum stipend of 20% of DSA, standardized recruitment, and structured feedback would open doors for all talent. 💰 Pay them for their time. 🌎 Respect their talent. 🤝 Support their service. #InternPayMatters #FairInternships #GlobalOpportunity #UNCareers #InclusiveWorkplace #PaidInternships

When people talk about merit-based hiring, they often imagine a fair and equal playing field where the best candidate wins. But in reality, the hiring field is rarely level. Too often, opportunities are limited by factors like social circles, where jobs are advertised, or who knows who—leaving us with a talent pool that doesn’t truly represent the best and brightest. To get to true merit-based hiring, we must first recognize how these limitations exclude many capable candidates from even being considered. For example, when job opportunities are circulated primarily through networks or advertised in spaces that only certain groups frequent, we miss out on the vast potential of those who aren’t in these circles. This isn’t about merit; it’s about access. Moreover, the criteria we use to evaluate candidates often favor those who already have access to certain resources. Attending the "right" school, having the “right” unpaid internships, or being part of exclusive social clubs—these aren’t measures of merit, but of privilege. When we base hiring decisions on these factors, we’re not hiring the best person for the job; we’re hiring the best-connected person. True merit-based hiring can only happen when we ensure that everyone, regardless of their background, has an equal shot. That means actively seeking out diverse candidates, advertising job openings in a variety of spaces, and rethinking what qualifications really matter. It means recognizing that diversity isn’t a box to check, but a way to level the playing field and ensure we’re actually hiring the best talent out there. By embracing diversity, we’re not lowering the bar—we’re raising it. We’re ensuring that our organizations are not just filled with people from similar backgrounds, but with people who bring a wealth of different experiences, perspectives, and skills. This is how we get to true merit-based hiring: by opening the doors wide, dismantling the barriers, and ensuring that everyone has a fair shot at success. #diversity #hiring #work #DEI #kweenwerk #affirmativeaction #access #diversityequityinclusion #diversityoutdoors

“Interview a professional in the field.” It sounds like a great assignment. Real-world experience. Industry connection. Authentic learning. The kind of thing we’re “supposed to be” assigning. But here’s the quiet problem: That task requires more than time. It requires social capital and not every student has that. Some students already have a network. They have their parent’s colleagues, a former internship supervisor, a family friend in the field. Others are starting from scratch without any leads. They’re first-generation. They’re new to the country. They’re juggling work, caregiving, and school. And when asked to “reach out to a professional,” they don’t even know where to start because no one has showed them. That’s the part we often miss. We have good intentions, but these assignments don’t just test content. They test privilege. We can easily redesign this. We can build the same skill without requiring the same network. Try this: - Offer options: “Interview or analyze a public figure in this field.” - Provide a list of professionals who’ve opted in to student interviews (great way to bring in alumni) - Simulate the experience with curated panels, videos, or sample questions - Even better… teach how to build professional connections before making it a requirement Equity doesn’t mean making things easier. It means making success possible for students who weren’t handed a head start. Because when we ignore social capital, we’re not assessing learning. We’re just exposing the gap. And then grading it.

Public relations practice does not represent the public or audiences it aims to represent and engage. Whatever benchmark you choose, whether socio-economic, gender or ethnicity, will show inequality. These issues are systematically baked into the industry in two ways. We recruit in our image, and we fail to support practitioners throughout their careers in developing the skills they need to get ahead and thrive. Socially Mobile addresses the second issue by providing fully-funded management training to mid-career practitioners from lower socio-economic backgrounds, as well as under-represented and under-served groups, including Black and ethnic minority practitioners, the LGBTQ+ community, women returners and those with disabilities. The entry-level access issue is more challenging. The routes into public relations practice favour applicants from privileged backgrounds, notably individuals who can access the network of friends or family and work for limited or no pay. A new report from The Sutton Trust reports a widening socioeconomic divide in graduate internships, with middle-class graduates now 20 percentage points more likely to secure internships than their working-class peers - a gap that has grown significantly since 2018. The study highlights that despite minimum wage requirements, 61% of internships remain unpaid or underpaid, creating significant barriers for those from less privileged backgrounds, particularly in regions outside London where opportunities are scarcer. Employers serious about diversity must focus on accessible recruitment processes, comprehensive training programs, and fair compensation - a change that could help transform the public relations industry into one that truly represents the public it serves.

Unpaid internships aren't a pipeline strategy. They're a way of not paying for real labor. While calling it an "opportunity." After years in university career services, while running my own coaching practice, here's what I know: Most talented students have rent to pay. So, that talent pipeline you're building isn't a meritocracy. It's a wealth screen dressed up as a "learning experience." The data backs this up. According to NACE's 2023 survey, students who completed paid internships graduated with a median starting salary of $67,500, compared to $45,000 for those who completed unpaid ones. Paid interns averaged 1.4 job offers after graduation. Unpaid interns averaged 0.9. Those aren't small gaps. And it's not landing equally. Black students are disproportionately represented in unpaid internships. Hispanic students are more likely to have had no internship at all. But if the equity argument doesn't move you, the business case should. Filling a vacant role costs an average of $4,700 and 42 days. Costs that intern-to-hire conversion largely eliminates. But only when interns actually convert. NACE data shows that companies offering better compensation convert at higher rates. That means compensation shapes the quality of your applicant pool. From day one. That unpaid internship is sending a message. Your pipeline is built on privilege. Repost if you think interns should be paid for their work. Follow Sarah Baker Andrus for career insights.

It was the Fortune Magazine interview that launched a thousand angry Linkedin posts… “I was willing to work for free, I was willing to work any hours they needed–even on evenings and weekends,” said Squarespace CMO Kinjil Marthur, explaining her rise from unpaid intern to C-suite executive. But this wasn’t just some personal origin story– it was advice intended for a generation of newly graduated job seeker who have largely struggled to find their way in a difficult market. “You really have to just be willing to do anything,” Marthur insisted. “Any hours, any pay, any type of job.” If you’ve scrolled your social feeds at any point in the past couple of weeks, you’ve likely seen the responses to this statement: outcries of exploitation, accusations of privilege, and calls to “read the room.”   While Marthur's intent may have been to inspire persistence, her words inadvertently highlight a crucial issue: the urgent need to restructure talent pipelines with equity at the forefront. Our goal as leaders should be to prioritize creating genuine opportunities for all.  As you think about how to start structuring equity and inclusion as foundations in your workplace, consider implementing the following: ➡️ Paid internships to level the playing field ➡️ Fair compensation for entry-level positions ➡️ Blind review processes for resume submissions ➡️ Reworked hiring criteria that considers diverse perspectives ➡️ Mentorship programs targeting underrepresented groups ➡️ Cross-cultural training that emphasizes workplace fluency What other innovative approaches have you seen or implemented to create more inclusive talent pipelines?