Impact of Unpaid Internships on Equity

𝗔𝗻 𝗶𝗻𝘁𝗲𝗿𝗻'𝘀 𝘄𝗼𝗿𝗸 𝗶𝘀 𝗻𝗼𝘁 𝗳𝗿𝗲𝗲 𝗹𝗮𝗯𝗼𝗿. 𝗜𝘁'𝘀 𝗿𝗲𝗮𝗹 𝘄𝗼𝗿𝗸. 𝗔𝗻𝗱 𝗿𝗲𝗮𝗹 𝘄𝗼𝗿𝗸 𝗱𝗲𝘀𝗲𝗿𝘃𝗲𝘀 𝗿𝗲𝗮𝗹 𝗽𝗮𝘆. Let that sink in for a moment. Yes, even if you’re a "bootstrapped startup." Yes, even if you're "building your dream from your garage." "But... we're a startup with a tight budget..." Right. And yet... - Your office espresso machine? - Your SaaS tools? - Your Friday pizza parties? - All get budgeted. But when it comes to the students, the fresh graduates, the aspiring professionals who show up eager to learn, contribute, and grow — suddenly... 𝐙𝐞𝐫𝐨 𝐛𝐮𝐝𝐠𝐞𝐭? Let's pause here. ❌ Experience is not currency. ❌ Exposure is not rent. ❌ A LinkedIn recommendation is not groceries. For many students — especially those from marginalized backgrounds — unpaid internships are not just "𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲." --- They are walls. --- They are gates. --- They are closed doors to careers they can’t afford to open. While some can lean on family support, others have to make tough choices between working part-time jobs and missing out on internships that could shape their futures. And guess what? - Those students, with all their potential, often get left behind. - Not because they lack talent. - But because they can't afford to work for free. So let's be brutally honest: If your company needs hands on deck, those hands deserve a paycheck. Not pizza. Not a shiny certificate. Not promises of "it'll look great on your CV." >>> 𝗥𝗲𝗮𝗹 𝘄𝗼𝗿𝗸 𝗱𝗲𝘀𝗲𝗿𝘃𝗲𝘀 𝗿𝗲𝗮𝗹 𝗽𝗮𝘆. And let’s remember this isn’t just an ethical choice. ... It’s a legal one. 𝐔𝐧𝐩𝐚𝐢𝐝 𝐢𝐧𝐭𝐞𝐫𝐧𝐬𝐡𝐢𝐩𝐬 — especially when interns do actual work that benefits the company — are often illegal. Worse yet? They hurt efforts to make workplaces more diverse, equitable, and inclusive. 💬 So the next time you’re tempted to post an "𝐞𝐱𝐜𝐢𝐭𝐢𝐧𝐠 𝐮𝐧𝐩𝐚𝐢𝐝 𝐢𝐧𝐭𝐞𝐫𝐧𝐬𝐡𝐢𝐩 𝐨𝐩𝐩𝐨𝐫𝐭𝐮𝐧𝐢𝐭𝐲"... Ask yourself: Are you building a company culture of exploitation or one of fairness and inclusion? It’s time for this to change. For students. For companies. For the future of work.

Reflecting on Growth and Fairness in the Games Industry There's one principle I find myself passionately and regularly advocating for: the absolute necessity of offering paid positions, especially to those at the early stages of their careers or stepping into the industry through internships. As someone who typically reserves taking a firm stance, preferring instead to navigate the multifaceted perspectives within our industry, I've come to realize the importance of vocalizing support where it matters most. The discussion around unpaid vs. paid roles is not new, yet it remains a critical point of consideration for the future of our workforce and the ethical foundation of our industry. Why is this so important, particularly in games? 1. Value Recognition: Every individual contributes their unique skill set, creativity, and time. These contributions are valuable and deserve recognition in the form of fair compensation. It's not just about monetary reward but acknowledging the worth of every team member's effort. 2. Access and Equality: Unpaid positions often limit opportunities to those who can afford to work without immediate income, inadvertently creating barriers for talented individuals from diverse backgrounds. By ensuring all roles are paid, we open doors wider, fostering a more inclusive and diverse industry. 3. Quality and Commitment: When individuals are compensated, it not only aids in their personal and professional growth but also enhances the quality of work and commitment to the project. A paid role is an investment in the quality of both the team's output and the individual's future. 4. Sustainable Growth: For the gaming industry to continue thriving, nurturing new talent is essential. Offering paid positions is a step toward sustainable growth, ensuring we have a motivated, skilled workforce ready to take on the challenges of tomorrow. 5. Preventing Exploitation: Not compensating workers, especially those in early career stages or internships, can cross into exploitation. It takes advantage of their eagerness and need for experience, setting a precedent that their work isn't worthy of pay. This not only devalues their contribution but also perpetuates a cycle of inequity that can stifle industry innovation and diversity. 6. Advocating for Change: We must encourage the practice of calling out unpaid roles and aim to rectify such opportunities through exposure. Highlighting these practices not only raises awareness but also prompts organizations to reconsider their policies. By advocating for fair compensation, we contribute to creating a more equitable and ethical industry. As we look towards the future, let's consider how we can collectively foster an environment that values and supports its workforce from the ground up. The debate around this topic is complex and multifaceted, yet at its core, it's about fairness, respect, and sustainability. #GamesIndustry #FairCompensation #CareerDevelopment #Inclusivity

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

🚨 We need to talk about unpaid internships in the music industry. It’s still far too common. And it quietly creates a barrier that a lot of people don’t see. If an internship is unpaid (or “expenses only”), who can realistically take it? Not the student who needs to pay rent. Not the person from a less privileged background. Not the one balancing studies with a job just to get by. So what happens? They choose paid work instead — and miss out on industry experience. This then puts them at a disadvantage when they graduate. Not just for one role… but for their entire career trajectory. 🎯 The uncomfortable truth Unpaid internships don’t just “offer opportunity”. They limit who gets access to the industry. And whether intentional or not, that narrows the diversity of: - talent - perspective - background In an industry that prides itself on culture and community, that’s something we should be addressing and calling out companies trying to take advantage. 💡 If funding is the issue, there are alternatives If you’re a company or organisation struggling with budget but need support: Can you pay at least minimum wage for the role? Can you reduce the scope and hours rather than remove pay? Can you reframe it as an apprenticeship and access government funding? There are ways to create opportunities without relying on free labour. 🤝 The bigger picture If we want a stronger, more inclusive music industry in the long term: We need to build pathways that are accessible, not exclusive. 💡 Talent is everywhere. Opportunity isn’t. What do you think, do unpaid internships still have a place in the music industry — or is it time to move on from them completely? #musicindustry #internships #musicbusiness #education #inclusivity

One thing I find difficult to reconcile is how strongly we believe in merit while continuing to normalize unpaid internships. We speak about equal opportunity, but one of the earliest filters into professional life is "economic," not intellectual. Not everyone can afford months of commuting, meals, relocation, or turning down paid work in exchange for “exposure.” The result is subtle but important: people who enter certain spaces begin to look more capable simply because they had the means to stay long enough to gain experience. Over time, we have confused access with merit and treat participation as proof of effort rather than proof of affordability. Talent is distributed far more widely than opportunity, but our systems do not always reflect that.

If your "internship" is unpaid and filled with repetitive recruiting tasks an AI tool could do today, you are not developing talent... ... you are exploiting it! I just saw this LinkedIn post for a 2–6 month HR internship: no pay, no clear learning goals, but a list of simple repetitive tasks. These are exactly the activities AI-supported recruiting tools already handle efficiently. If there is no structured mentorship, no ownership, no exposure to learning opportunities, then this is not an internship. It is free labor. If you truly believe in developing future talent, internships need to change in the age of AI. They must: 💵 be paid, because work is work, regardless if it is done by a human or augmented by AI ⏱️ be time bound and focused (not 6+ months of "helping out") 🎯 have explicit learning outcomes that go beyond what a AI could do, like critical thinking, stakeholder management, ethical use of AI in hiring, or shaping inclusive processes that machines cannot design for you Unpaid, task-heavy "internships" disproportionately exclude people without financial safety nets and undermine any serious commitment to diversity and inclusion in tech. You cannot claim to care about inclusion while asking people to carry your operational load for free, especially in roles where large parts could be automated. If AI can do the bulk of the work and you still choose an unpaid human, it says a lot about your culture and how you value people.

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.

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

Just a thought: Too often, I hear employers say that unpaid internships are justified because they give students “experience” and “connections.” What gets left out of that narrative are the real costs: transportation, professional clothing, supplies, haircuts, meals, and networking events. These are expenses that many students simply cannot absorb. And when it comes to first generation college students, these costs become a gatekeeper. National research shows that only 15.8 percent of first generation students report having held an internship compared to 23.4 percent of continuing generation students. That gap reveals a deeper truth. “Experience” does not cover essential living costs. Unpaid internships privilege those who already have resources. If we care about equity, we must stop pretending unpaid labor is fair. Do we believe in investing in talent or in excluding it?