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 ��𝐞 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

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?

The Internship Gap: Why Career-Relevant Work Experience Matters More Than Ever from Ryan Craig While 72% of college students work during school, here's the problem: most of these jobs are in retail or food service which are disconnected from their career goals. The reality: Students with at least one internship are nearly 50% less likely to be underemployed after graduation. Yet in 2023, 8.2 million students wanted internships but only 3.6 million positions existed. The inequity: 43% of internships are unpaid, creating massive advantages for students from wealthy backgrounds. Pell Grant recipients are 30% less likely to land internships. The solution forward: Canada shows us what's possible as 20% of Canadian students participate in formal co-op programs (vs. less than 0.5% in the U.S.). These programs integrate career-relevant work into the academic calendar, ensuring every student gains in-field experience. What needs to change: ✔️ Federal Work-Study reform—currently <0.1% supports for-profit internships ✔️ Universities investing in robust employer partnerships ✔️ Creating on-campus career-relevant work opportunities Bottom line: Relevant work experience isn't a nice-to-have—it's the most powerful lever for career launch. Schools that integrate meaningful work into education will win the future. #HigherEducation #CareerDevelopment #Internships #StudentSuccess #WorkforceDevelopment https://lnkd.in/edvNAMM5

the unpaid internship era is fading. the future is apprenticeship: paid, structured, equitable, and by 2030, it might be the default way people enter careers. why? because real work + real compensation + real mentorship wins: internships often exclude people who can’t afford to work for free. apprenticeships lower that barrier by paying folks as they learn. companies that embrace apprenticeship programs get loyalty, skills mapped to real roles, and better retention. if structured equitably, apprenticeships can become diversity engines: a direct pipeline for underrepresented talent who wouldn’t otherwise penetrate conventional hiring rings. 💡 here’s how companies can build equitable apprenticeship programs: 💼 pay from day one: avoid unpaid “trial” periods that favor privilege. 💼 clear pathways + titles: define how apprentices become full roles, what metrics they need, and what growth looks like. 💼 mentorship & coaching built in: apprenticeship isn’t just doing work; it’s guided development. 💼 recruit beyond your bubble: partner with community colleges, nonprofits, local hubs, and build referral networks in underserved communities. 💼 skill-based assessments, not pedigree: hire for potential and scaffold growth, rather than screening out by “prestigious” backgrounds. 👁️ 👄 👁️ what if, by 2030, the standard entry into a career isn’t an unpaid gig, it’s a paid, meritocratic apprenticeship that trains as much as it rewards? 🫣 ps: inside my Patreon community, i sketch apprenticeship models by industry + equity frameworks for building them: https://lnkd.in/gekuWsy3

Many universities are deeply committed to equity, access and social mobility. On the whole, UK universities are increasingly implementing new widening participation strategies, whilst also strengthening the support structures around students. But when it comes to Work-based Learning (WBL), a structural inequality often appears - when WBL is treated as an extra-curricular activity. When WBL sits outside the curriculum as an add-on, or as an extracurricular experience, access is no longer equal. Suddenly, students' personal circumstances have a significant impact on their ability to participate. The same gaps often appear: 1 - Time and financial flexibility influence participation: Students who are balancing more part-time paid work, commuting or caring responsibilities are far less likely to be able to engage in experiences that sit outside the curriculum. 2 - Confidence becomes a gatekeeper: Optional opportunities often favour students who already see themselves as “ready” for gaining professional experience. Those who lack confidence, may often self-select out before they even begin, and may be the ones who would stand to benefit the most from a WBL experience. 3 - Social capital drives awareness: Students with stronger networks (academically or personally) are more likely to hear about, apply for and engage in optional activities. If we are serious about social mobility, we have to look at structure. Making WBL extracurricular can unintentionally widen the very participation gaps we are trying to close. But when high-quality WBL is embedded into the degree experience: access is not dependent on confidence, participation is not dependent on spare time and opportunity is not dependent on personal relationships. It becomes a guaranteed component of the curriculum for all students, rather than a competitive advantage. This is how we move from talking about equity, access and social mobility to structurally delivering it. #WorkBasedLearning #SocialMobility #WideningParticipation #HigherEducationLeadership #StudentSuccess #EquityInEducation #GraduateOutcomes #AccessToOpportunity #Employability #UniversityStrategy #FutureOfWork ------------------------------------ 👋 I'm Jack - I partner with higher education leaders to transform students' university experience ❓How? By engaging students in high-quality work-based learning experiences as part of their degree Liked this post? Want to see more? 🔝 Connect with me 🔔 Click the bell on my Profile