Should You Take an Unpaid Internship? A Professional Perspective
Unpaid internships are controversial, particularly for students and individuals new to the workforce. They emerge as a potential gateway to invaluable experience and skill-building, yet they 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 standard 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 come at a cost not everyone can afford.
For students or early-career professionals, taking 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 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 consider whether unpaid internships align with their company's goals. Instead, consider offering paid internships, which ensure financial fairness while 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 economic 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 hire unpaid interns for marketing, operational, or creative functions. But are these roles 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 by my college, Northeastern University, in Boston, Massachusetts, USA. It has hundreds of high-quality paid student internships with great companies like Microsoft, State Street, Amazon, Google, Wayfair, Novartis, Merck, Hubspot, Salesforce, and Fidelity.
Perhaps UK Universities should investigate this model? Northeastern has been running this innovative Co-op/Paid Internship program since 1909.
When I studied for my MBA, I worked part-time (paid) in the office of corporate programs that managed these relationships.
Startups must remember that while unpaid internships may seem viable 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 internship align with my career goals? Will it 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 not just about wages but also access to opportunities.
Companies truly invested in DEI initiatives or promoting workplace well-being should reflect on these issues. Supporting unpaid internships may contribute to broader structural inequality, regardless of how good the intent is.
Moving Forward as Professionals
Ultimately, whether paid or unpaid, internships reflect an organization's values, culture, and long-term outlook. Companies should be transparent about their goals and ensure that any unpaid roles genuinely benefit candidates while promoting fairness.
For individuals, remember that unpaid roles are not the only pathway to a rewarding career. Weigh your options carefully, seek mentorship, and prioritize positions that foster growth and respect your contributions.
My Personal Perspective
I took a ‘mini-pupillage’ at law school at LSE – a summer unpaid internship at a barrister’s chambers in Gray’s Inn, London. I was joined by another affluent French student studying Economics at the Sciences Po Institute in Paris.
We got along great, and I learned a lot, not least from spending a month working on personal injuries for David Kemp QC (author of the famous Kemp & Kemp personal injuries guide).
However, if Pierre and I had been poor, would we have been able to work unpaid in central London for an entire summer? Later, I worked an unpaid internship at a New York Investment Bank.
Yet again, I learnt valuable skills, like financial modelling in Excel, and made good connections with students like me.
Everyone I worked with there had attended well-known US universities like Tufts, Dartmouth, Rochester, or Columbia, and schools like Philips Exeter, Choate, and Horace Mann.
Are you a student or new professional contemplating an internship?
-Have concerns or want advice?
By most accounts, the job search field is challenging right now—some may even call it 'the wild west'. I have plenty of experience in this area, and my wife, Catherine, is a Senior HR leader with over 20 years of experience (including running the US graduate recruiting program at Mckinsey for four years).
Feel free to reach out—I’m happy to help you navigate these challenges. Sometimes, a little guidance makes all the difference when deciding whether to take the leap.
Visit my website for more information on job search, interview preparation, culture, human resources, talent management, development and acquisition.
