Should you take an unpaid internship?

Should You Take an Unpaid Internship? A Professional Perspective

Unpaid internships are a controversial topic, particularly for students and individuals new to the workforce. They emerge as both a potential gateway to invaluable experience and skill-building, yet inherently raise concerns about inequality and fairness. For any professional wondering whether to offer them or for any student debating whether to accept, it’s crucial to carefully consider the broader implications. Let’s explore the key factors involved.

The Reality of Unpaid Internships

Unpaid internships have become common across various industries. Many companies rely on unpaid interns as a cost-saving measure, filling crucial roles without offering compensation. These opportunities are often described as valuable learning experiences, but they come at a cost not everyone can afford.

For students or early-career professionals, the decision to take on unpaid work is deeply personal. Ask yourself:

• Are you financially able to work without compensation?
• Will this role provide you with tangible skills and experience that directly align with your long-term goals?
• Is there an opportunity for mentorship or building meaningful industry connections?

Ethical Concerns for Employers

For business owners and HR professionals, the ethics of unpaid internships cannot be ignored. While there may be short-term gains, unpaid internships can perpetuate inequality:

• Limited Accessibility: These roles often exclude individuals who cannot afford to work for free, resulting in a lack of socioeconomic diversity among candidates.
• Cognitive Dissonance: Businesses promoting values like Diversity, Equity, and Inclusion (DEI) or employee well-being may suffer reputational damage if their actions do not align with these values. Is requiring unpaid work consistent with the mission and culture you want to build?
• Brand and Culture: If your employees are your brand, as many experts say, what does relying on unpaid labor say about the authenticity of your values?

Employers should weigh whether unpaid internships truly align with their company’s broader goals. Instead, consider offering paid internships, which ensure financial fairness while still enabling mentorship and skill development.

Perspectives from the Ground

Reflecting on personal experience, there is a clear divide in how unpaid internships impact individuals based on financial circumstances. For some, these roles provide invaluable entry points into competitive industries. For others, they are simply inaccessible due to the financial burden of working without pay.

Take, for example, a law student pursuing an unpaid internship at a prestigious firm. While the experience may boost their legal knowledge and CV, they might have to live off savings or depend on family support during this period. On the other hand, another individual from a less privileged background may not have the luxury of accepting a similar opportunity, even if it is equally beneficial.

Similarly, startups frequently tap into unpaid interns to carry out marketing, operational, or creative functions. But are these roles truly designed as learning opportunities, or are interns being exploited to meet organizational goals?

In my experience, large established businesses, like law firms, consulting companies, and banks, have internship programs better designed to build a student’s skills, than, for example, a startup, where interns may feel taken advantage of (by a poorly designed internship).

Also check out the revolutionary Co-op/internship program set up my my college, Northeastern University, in Boston, Massachusetts, USA. It has hundreds of high quality paid student internships with many great companies like Microsoft, State Street, Amazon, Google, Wayfair, Novartis, Merck, Hubspot, Salesforce, & Fidelity.

Perhaps UK Universities should look into this model? Northeastern has been running this innovative Co-op/Paid Internship program since 1909.

I actually worked in the office of corporate programs that managed these relationships, when I studied for my MBA.

Startups must remember that while unpaid internships may seem like a viable option in the scarcest moments, fostering genuinely fair employment practices will ultimately result in higher loyalty, better workplace culture, and a more diverse workforce.

Key Questions to Consider as an Intern or Job Seeker

• Does this align with my career goals? Will the internship provide relevant skills, professional growth, and opportunities to build connections?
• Is this financially viable? Can you afford to dedicate the time and effort without receiving compensation?
• What is the company’s track record? Research what past interns or employees have said about the company’s culture and practices. Transparency here matters.
• Trust your instincts: If something feels off or exploitative about the setup, it’s okay to decline.

The Larger Context of Equality and Corporate Roles

Inequality within the workforce has steadily grown, as economic experts like Thomas Piketty and Gary Stevenson emphasize. While internships can help close skills gaps, the exclusivity of unpaid positions only widens economic divides. Inequality is no longer just about wages; it’s about access to opportunities.

Companies truly invested in DEI initiatives or promoting workplace well-being should reflect on these issues. Supporting unpaid internships may inadvertently contribute to broader structural inequality, regardless of how good the intent might be.

Moving Forward as Professionals

Ultimately, whether paid or unpaid, internships reflect the values, culture, and long-term outlook of an organization. Companies should be transparent about their goals and ensure any unpaid roles genuinely benefit candidates while promoting fairness.

For individuals, remember that unpaid roles are not the only pathway into a rewarding career. Weigh your options carefully, seek mentorship, and prioritize positions that not only foster growth but also respect your contributions.

My Personal Perspective