Remunerate Interns

Internships are a crucial part of academic degrees. They supplement classroom learning by providing students with practical experience. They also help youngsters build careers by exposing them to the industry, allowing them to understand if a particular field is for them or not and giving them networking opportunities. Nobody denies the importance of internships. However, many do express dissatisfaction with the nature of internships organisations in Nepal and abroad often offer. Offices generally only offer unpaid internships and ask new entrants to work for free. However, as this column will point out, this is not fair for several reasons and can be detrimental to the organisation’s own interests as well.

First of all, paid internships are about valuing labour. Interns put in just as much effort, if not more, than full-time staff. As learners, their level of productivity may not be as high as experienced employees but there is no denying that they contribute to a company’s operations. This needs to be recognised by more than just a recommendation letter. Organisations need to acknowledge the time, effort and skills interns invest in their roles with monetary compensation.

Not doing so will limit the kind of talent firms attract. Unpaid internships only bring in those who can afford to work without pay or those willing to do so. Those who cannot forgo income to “gain experience” or those with prior industry experience and professional standards that, they believe, make them worthy of pay will not apply to such positions. As a result, corporations may lose out on potentially gifted employees.

Furthermore, unpaid internships exacerbate socio-economic inequalities. Individuals from low-income backgrounds who do not have the luxury of working three to six months without a salary cannot accept unpaid positions. 

Thus, such apprenticeships only benefit those coming from privilege, giving them industry exposure and access. Paid internships are a case for social justice. They ensure that all aspiring professionals have the opportunity to build a foundation for their careers.

Money also breeds accountability. When you pay someone, you make it their duty to execute tasks to the best of their abilities. It builds moral pressure on individuals to meet the office’s standards and contribute to its growth. When people are paid for their work, they are more likely to take their responsibilities seriously, arrive punctually and dedicate their best efforts to the work assigned to them. Paid internships are jobs, unpaid internships are hobbies, or worse, burdens. University students, who are required to juggle dozens of other assignments and obligations, will have no incentive to work beyond what is mandatorily required for their credit if they do not get paid. Thus, organisations will not be able to get anything out of the new individual they bring into their space.

Paid interns tend to be more committed, engaged and productive, leading to better results and a positive impact on the overall workplace culture. Furthermore, companies that invest in nurturing young talent can build a pipeline of potential future employees who are already familiar with their operations and values. Those establishments that argue that they cannot afford to pay interns due to budgetary constraints should, perhaps, think about not taking in interns in the first place. Not every organisation needs to offer internships, but those that choose to do so must design an appropriate incentive package.

Likewise, paid internships ensure that companies do not have to face the accusation of exploitation. Companies will have an answer when people ask, “Are you not exploiting an individual if you put them to work but not pay them for it?” In the age of social media, such questions can destroy an organisation’s reputation and prevent it from accessing opportunities.

Paid internships are good for both organisations and interns. By valuing labour, promoting equity, breeding accountability and adhering to ethical considerations, paid internships create a fairer and more inclusive job market. They allow firms to tap into talent from all levels and sections of society and uphold the highest professional standards in their workspaces. They also get to demand the same from their interns. 

Meanwhile, interns from all backgrounds get an opportunity to forge a career path without having to worry about money. 

Institutions that worry about the expenses of a paid internship should see the long-term benefits of attracting skilled and committed people, building a diverse talent pool and nurturing professional growth. If their financial situation does not presently allow them to do that then maybe they should hold off on inviting interns until they are on sturdier economic grounds. There is very little justification for unpaid internships.