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Internships that work

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Amy Bishop. Photographer: Joanne Saad

Internships have been in the news for all the wrong reasons after a sharp rise in complaints to the Fair Work Ombudsman about “unpaid work”. But universities have a great story to tell about internships, and it would be unfortunate if our much more structured programs were unfairly tarred with the same brush as the cases receiving media scrutiny.

Internships have tremendous benefits for students, employers and universities. They link theory to practice for students, they help universities turn out graduates who are work-ready, and they allow employers to shape the education of the next generation of employees while tapping into fresh skills and knowledge.

Students at the U: professional session at UTS Orientation. Image supplied by the Careers Service.Students at the U: professional session at UTS Orientation. Image supplied by the Careers Service.

For both employers and students, a by-product of an internship can be the opportunity to ‘try before you buy’. Internships allow students to explore different career paths and start building a network of industry contacts. Employers who have a good experience with an intern may proceed to offer them ongoing employment.

But the internships that have come in for recent criticism are quite different to those offered under the sorts of programs supported by UTS and other higher education institutions.

Media reports refer to ‘interns’ doing unpaid work often with no connection to their skills or experience. Far from being paid to work, sometimes these ‘interns’ are paying the services that find them placements. This has prompted Fair Work Australia to look into unpaid work, and unions have called for an internships code of practice.

In contrast, university internship programs only approve opportunities that are relevant and will benefit students’ professional development.

For example, in the UTS Business School, Faculty of Engineering and Information Technology, and the UTS communication program, internships are developed as structured programs with clear goals, and employers and placements are carefully vetted. Similarly for work placements in health and education.

Students can complete an internship as part of a compulsory course requirement, elective subject or independently. There are excellent opportunities, ranging from larger organisations with structured programs through to smaller or start-up organisations where students can really immerse themselves in a business.

For a student who is not required to complete an internship as part of their course, the choice to take one on can deliver a host of benefits.

Students gain a better understanding of what they learn in the classroom by applying it in the workplace. As interns, they strengthen their soft skills such as teamwork, problem-solving and communication. And having relevant experience is a distinct advantage when it comes to graduate employment.

Yes, some internships are unpaid. But the absence of a financial benefit is more than offset by the experience and contacts the students gain during their placements, and potentially by the offer of a permanent role. The internships we are involved with – paid or unpaid – are vetted at the outset and evaluated on completion.

So what are the ‘red flags’ to look for when vetting an internship – especially an unpaid one?

The ultimate aim of an unpaid internship should be for the student and the organisation to be partners in a learning experience. So a key question that should be asked is whether the unpaid internship is for the benefit of the young person, or the employer? The balance should definitely fall in the unpaid intern’s favour.

Legally, under the Fair Work Act 2009 an internship can be unpaid as long as the person is not in an employment relationship. One of the factors considered in determining whether an employment relationship exists is who profits from the internship. In an unpaid internship the main benefit should be for the individual.

The longer someone interns for a business without pay, the more likely it could be argued they are in an employment relationship.

So what might be considered a reasonable timeframe? For the internship subjects that are part of UTS Business School courses, 210 hours – the equivalent of 30 days full-time – spread over a period as long as 12 months can be approved initially. If more hours are proposed, the question will be asked what other learning will take place to warrant this.

Students at UTS Accomplish Awards finals. Image supplied by the Careers Service.Students at UTS Accomplish Awards finals. Image supplied by the Careers Service.

Students who take part in an internship as part of a formal subject at UTS Business School are required to produce a proposal that demonstrates the internship is a genuine opportunity. They must have an application, and health and safety forms signed off before commencing.

Agreed learning objectives are required, along with an assigned supervisor to provide support within the host organisation.

Even students arranging their own internships – independently of any subject requirement or UTS program – are encouraged to approach their faculty to get the internship approved, as a safeguard. Among other things, we have an unpaid internships checklist to help students assess the merit of the proposed placement.

Internships can be a fantastic opportunity for students to gain experience, learning, networks and potentially subject credits, as well as a chance for employers to help shape education.

The structured framework and rigorous processes provided by university internship programs set a benchmark. Private providers and regulators could look to elements of these programs in ensuring ‘interns’ really are interns – not free labour.

In summary: 
  • Internships have been in the media spotlight recently, raising questions about exploitation
  • Yet from the standpoint of universities, internships have a valuable role to play in developing students’ capabilities
  • Internship and Career Support Manager with UTS Business School Amy Bishop examines how to ensure internships benefit students as well as employers
Credits: 
Photographer: Joanne Saad

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