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In 2014, American mass media company Conde Nast paid a total of $5.8 million to thousands of interns. The class action lawsuit filed by these interns, which resulted in the closing of Conde Nast’s internship program, called attention to companies’ illegal denial of minimum wage and overworked interns that managed the job requirements of a fully-employed assistant — but without pay.
Unpaid internships have been a topic of heavy debate and discussion. Over the years, countless interns have spoke out against companies that have piled tons of workload onto their backs. While some argue that interns are willingly to do their job without payment, others are questioning if employers are purposefully handing more work to interns to lower operation costs. The overall debate focuses on the employers/companies that abuse the benefits of their internship programs and the value of work experience as an intern.
Interns can be legally unpaid if they are subject to the Primary Beneficiary Test, which basically means that the interns benefit more from this arrangement than the employer does. The problem arises when the “interns and employers have differing views on who benefits most from the arrangement.” Additionally, interns are employees with minimum wage if the employer is discovered to benefit more from the arrangement (BusinessNewsDaily).
However, internship programs should be providing interns with work experience and insight on how the company functions. As many interns observe, they learn about the job roles of different individuals, what specific jobs are for, the processes of creating a product, the company’s departments and more. They also contribute to minimal tasks and errands, such as sewing at a fashion label. Moreover, internship programs provide interns with the opportunities to get to know people in the workplace and better prepare them for a smoother integration into a designated industry.
So what can companies do to ensure that they are not abusing their internship programs?
The company can firstly ensure that their purpose of creating an internship program is for good reasons. For example, providing meaningful connections from the interns with industry members or learning experience in a workplace. Internship programs should also help nurture undergraduates and underprivileged students to build connections and create career prospects. On the other hand, the company can closely inspect the interns as possible future employees. As Jo-Ellen Pozner, professor of business management at University of California Berkeley said, “You can essentially use an internship as a 3-month job interview.”
Secondly, it is important to maintain a healthy workplace environment for the interns. While companies like StartupRoots prepare presentational talks to interns about entrepreneurship, other companies can also think about ways to further contribute to the interns’ overall learning experience. Mentorship and advice will guide the intern throughout their internship as they slowly integrate into the company. Furthermore, having at least one person for the intern to approach with their problems and concerns is always a sign of a healthy work environment. Additionally, interns should be trying to narrow down their speciality, but continue to branch out into different departments and attain a variety of skills. On the other hand, this will also boost the company’s reputation regarding their internship programs, which would attract individuals as they seek for a future internship opportunity.
Communication is also essential to promote a clear understand between the company policies and the internship program. These communication problems mainly surface due to the generation gap between employers and the interns. Since many companies have moved from a traditional standpoint to a modernized image, interns have been a benefactor in this transition. Some traditional-minded or older employers may misinterpret interns using social media at work as a sign of incompetence and laziness. In order to set down guidelines regarding the use of technology, communication between company officials and interns should be effectively implemented. In some cases, social media has become a tool of marketing in Gen Z, and has become an essential part in the growth of many modernized businesses. However, interns should understand that technology should be only used for work-related purposes, and not for entertainment in the workplace (Inc).
To conclude, interns should be respected as learners, observers, and aspiring members of the working industry. On the other end of the spectrum, companies should also properly manage their internship programs and utilize this opportunity as a way to educate the next generation.
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