When was the last time you hired a Black intern? If your company or organization has had an internship program for any period of time, and you can’t recall the last time you had a Black or Latinx intern, that is a problem. Just how diverse is your internship program?
After leading a team that placed 400+ diverse interns at major companies across the United States, I know what it looks like when companies invest the energy, resources and the money to expand and attract a more diverse intern pool. When a company or organization decides that they want change, they will take action to get the desired results.
It is time to step out of your comfort zone and find ways to connect with the wealth of talent within communities that have historically been overlooked. Hiring one Black or Brown intern out of many isn’t the solution. Your aim should be to create a company or even department that reflects the colorful, diverse world we live in.
If your internship class pictures look like the ones on the left, you got work to do.
Hiring the same interns yields the same type of full-time staff
Students who complete internships are more likely to get job offers. Frequently companies turn to their previous or current intern pools to fill open positions. Internships have essentially become eight-week job interviews. If the intern pool you turn to is 99% white, then you are going to keep having trouble trying to diversify your full-time staff.
According to the NACE 2019 Internship & Co-op Survey Report 56.1 percent of interns in the Class of 2018 were offered full-time positions. If you keep going back to the same pool of candidates, you won’t see a change.
YEAR
OFFER RATE
ACCEPTANCE RATE
CONVERSION RATE
2019
70.4%
79.6%
56.1%
2018
59.0%
77.3%
45.6%
2017
67.1%
76.4%
51.3%
2016
72.7%
85.2%
61.9%
2015
58.9%
87.8%
51.7%
Source: 2019 Internship & Co-op Survey Report, National Association of Colleges and Employers
Your internship program isn’t just about growing your staff. These program increase your overall productivity by bringing in students who can make meaningful contributions. You can expose your staff to new perspectives, learn the new treands of Generation Z, and showcase yourself as a leader in your community who fosters growth in the overall workforce.
The road to diversity must be traveled from multiple directions. From the top, with an increase in Black executives in the c-suite and on down to the hiring of interns who can work their way up. Hiring interns and assisting them in their professional growth benefits a company in so many ways. When you bring in people from different backgrounds and cultures, they bring with them diverse prospectives that can enhance your bottom line.
When you invest in their growth, interns can flourish into leaders than can contribute massively to your company or even an entire industry.
Successful Interns
Oprah Winfrey started as an intern at WLAC-TV, a CBS affiliate in Nashville, TN. The station hired her as a full-time anchor-reporter. She became the first African-American female news anchor.
Rosalyn Duran spent a summer as an affliate sales intern with ESPN. She was hired right after graduation. She is currently serving as Senior VP of Operations, Disney Springs, ESPN Wide World of Sports and Water Parks for the Walt Disney World Resort. Prior to her recent role, she was Senior VP, College Networks.
Ursula Burns
Ursula Burns, former Xerox CEO, and the first African-American woman to lead an S&P 500 company. Her career with Xerox started as a mechanical engineering intern.
Brandon Thompson began his career in 2003 as an intern at Nashville Superspeedway, a role he applied for through the NASCAR Diversity Internship Program. Recently promoted from Managing Director of the NASCAR Touring Series he is now Vice President, Diversity and Inclusion.
The reality is, most companies and organizations look in the same places over and over again to fill their openings. Sadly, there are fewer women and Black CEO’s now then when Ursula left Xerox in 2016. There are currently only four black CEO’s of Fortune 500 companies – and they are all men. The issues, from top to bottom run deep, and the solutions must be from all levels too.
Expand Your Circle
Let’s not forget that many roles never even get posted. In reality, networking is how a lot of people go from intern to employee, company to company, promotion to promotion.
Typical conversations go like this: “I have a role, you know anyone that can XYZ, or might be interested in 123?”
You look through your contacts, think about the people you know and make the connection. Well, when you have a more diverse network, you will also get more diverse referrals. Get to know more Black people in your field. You can do that at professional conferences, trade shows, and through LinkedIn.
As your circle expands and you begin to ask a wider cross section of people “if they know anyone” for internships or job openings, you’ll see the demographic change in the people you find.
Creative On Campus Recruitment
Do you visit any Historically Black College or Universities (HBCU) as a part of your on campus recruitment strategy? “Today, there are 107 HBCUs with more than 228,000 students enrolled” (source). That is a lot of talent waiting to be tapped.
Fun Fact: HBCU’s graduate 40% of all STEM degrees and produce 24% of all Black college graduates.
If you can’t make the trip to your nearest HBCU, you can always call and connect with the career services department or even an academic department to send out an email announcement for you, coordinate an online recruitment event or solicit resumes.
Outside of recruiting at an HBCU, you can also of course find Black and Brown students at all colleges across the country. Start by reaching out to the minority groups on campus. There are usually a number of groups that support minority students on campus like the Black Student Union, ALANA (African, Latino, Asian and Native American) groups, and Black fraternities and sororities.
Lastly, connect with professionals in on-campus and community organizations. When you need writers, check with the local National Association of Black Journalists in your community and at the local college campus. For your next engineering internship, post the position with the National Society of Black Engineers and reach out to the campus group. Do the work, do the outreach.
Partner with Professional Organizations
As I mentioned, I worked for a non-profit organization that connects talented minority students to companies for internships and entry to mid-level hires. The following is a list of non-profit organizations that work with company partners who want to increase diversity. These organizations touch a variety of industries.
If your industry isn’t covered, you can also check with local organizations to see what type of partnership you can create on your own. Be prepared, all of these organizations expect you to PAY your interns, rightfully so.
There are also many companies that have created their own internal diversity programs as well. You can check out my list of Diversity Internship Programs by company to see what others are doing. Companies like Google have the Google BOLD program or the NASCAR Diversity Internship Program. Your company or department maybe smaller, but you can still come away with ideas.
Leading Your Team
When you make the decision that you want to see change in your intern diversity, then you should share that with your team. Let them know that you are committed to creating opportunities, opening your eyes to finding talent in new places and about your desire to enhance your company or department by bringing in voices with different points of view.
This isn’t about checking a diversity box, it is about a commitment to a cultural shift.
We don’t want these opportunities because we are Black, we deserve them because we are qualified and ready.
Also, do not hire a Black intern then bring them into a toxic and hostile environment. Check your environment. Check your culture. Check the level of racism. Check the microaggressions (everyday, subtle, intentional — and oftentimes unintentional — interactions or behaviors that communicate some sort of bias toward historically marginalized groups).
If your environment is toxic and you don’t need an intern, you need a culture check. If #BlackLivesMatter makes people uncomfortable, you have work to do.
You might figure out that you need some diversity training and some tough conversations. You are not asking your team to get on board with “just” hiring Black interns, you are asking them to get on board with diversity, equality, openness, inclusion and change. Everything won’t be perfect, no one expects utopia tomorrow, but you lead by example. Take the time and responsibility to educate yourself, create and provide resources and educate others along the way.
Promote the Black people who keep getting overlooked. Hire talented Black interns who will impact your company or organization. At the same time, hire Black people for those permanent roles you have been trying to fill. Look for Black vendors when you have work to be done. We don’t want these opportunities because we are Black, we deserve them because we are more than qualified and ready.
For African-American women college students planning to intern in Washington, DC this fall, the Black Girl 44 Scholarship can be what makes the dream come true. This scholarship is making DC internships accessible.
Created by former Obama White House alum, Deesha Dyer, The Black Girl 44 Scholarship will award three $1,500 scholarships to Black/African-American women college students who have earned a Washington, D.C. internship that relates to policy, community engagement, community service, advocacy, global relations or politics for Fall 2019.
This private and independent initiative is supported by contributions from more than 55 Black / African-American women who worked in the Obama White House.
Access and Opportunity in Internships
When I managed a DC/MD based non-profit internship program, one of the biggest hurdles to placing interns was the cost of affordable housing. Even with paid internships, the cost of short-term housing, AirBnB rentals or even university housing (for summer internships) makes interning in big cities expensive. This scholarship is shining a light on the issue and trying to make a difference.
Scholarship recipients will be chosen from an application process that runs from June 19 to August 10, 2019. Winners will be notified in August and they will receive their scholarship award at a September luncheon in Washington, D.C.
For certain companies or industries, interning in a major metropolitan area is how students will break into the industry. Internships often serve as the gateway to careers on Wallstreet, in the entertainment world, professional sports and many other industries. Those industries are often ran from primarily major cities. For the students who don’t have the money to take an unpaid internship, or a paid internship in a city they can’t afford to live in, they are at a disadvantage.
Don’t shy away from applying to an internship because housing seems to be an issue. Apply, but then work your sources to find out where, how much and what is possible. If you never get the call for an interview, then you’ve done some research for another time. If you don’t even apply, you will never know. In my book, The Internship Manual, I detail step by step how to find housing in major cities for summer internships. For a quick read, check my blog post, I Got an Internship, Now I Need Housing to get you started first. Don’t let housing hold you back if there is a way for you to make your dream internship happen.
The Thurgood Marshall College Fund’s (TMCF) Innovation and Entrepreneurship (I&E) Program has teamed up with Ally Financial and the Sean Anderson Foundation to find the best and brightest entrepreneurial minds among publicly-supported Historically Black Colleges and Universities (HBCUs).
We’re looking for the greatest young minds, who think critically, creatively, and are passionate about solving problems. TMCF will select ten publicly-supported HBCUs to participate in this competition. Of the ten schools selected to compete, five students from each school will make up their team and represent their institution.
This two and a half day business competition will be both challenging and rewarding to you! Students will be tasked with developing solutions to economic problems facing various industries, and then pitch their ideas to a panel of expert judges comprised of entrepreneurs, small business owners, executives, venture capitalists, and other investors. In past years, prizes winners of our Entrepreneurship and Innovation Programs have walked away with an opportunity to attend Apple’s WWDC conference, Leadership Exchange Study Abroad Scholarship, Macbooks, and iPads to name a few.
Eligibility Requirements:
Enrolled full-time in an accredited TMCF member-school
Must be in good academic standing with no disciplinary infractions
Willing to grow and learn in a collaborative environment
Demonstrates the ability to work well on a team
Interested in learning how to develop or expand an entrepreneurial mindset
Location: Detroit, Michigan Dates: March 29-31, 2019 Application Deadline: February 3, 2019
Paid diversity internship programs are out there ready to help you reach your internship and career goals. When searching for internships, many students limit themselves to looking through a few postings online or visiting company websites. For minority or traditionally underrepresented college students, diveristy programs exist to open doors. .
As the former senior manager for the T. Howard Foundation, I am a firm believer in the opportunities diversity internship programs provide. For years, these nonprofit organizations and industry sponsored programs have promoted diversity through internships, professional development and employment opportunities. Unfortunately, every year thousands of eligible students don’t apply for internships through these various organizations because often they don’t know about them.
INROADS is on of the oldest minority recruitment organizations around. Frank C Carr, the INROADS founder once said,
“It’s no secret that for years, people of color — Blacks, Hispanic/Latinos, and Native American Indians — were noticeably absent from the ranks of corporate North America. By June of 1970, it was time to make a change.”
As a result, there are now numerous nonprofit minority internship recruitment programs doing similar work across a range of industries. Diversity in the workforce continues to be an issue for Fortune 500 companies, government agencies, on Wall Street, in media, technology and other industries. Internship organizations are working everyday to change that.
These programs have worked for years to forge relationships with some of the most well known companies in the world. As a result, companies want the students coming from these programs because they know they are well prepared to be exceptional interns. So, you can always apply directly to companies on your own (and should), but don’t stop there. Pursue every route possible to land your dream internship.
In the wake of so much that transpired in 2020, companie now more than ever seem to understand the need for diversity. The need and the reality have not been fully realized, by any stretch of the imagination. Even in a year where there seems to be increased awareness, the message isn’t getting through to the top.
Comments from the Chief Executive at Wells Fargo drive home this point. He told staff on a Zoom call, “the bank had trouble reaching diversity goals because there was not enough qualified minority talent“. Ignorant statement like that reinforce why diversity internship organizations and programs must continue to exist, create opportunity and fight to shed light on the talent that is out there in underrepresented communities.
Why Apply to a Minority Internship Program
While the application processes can be lengthy and highly competitive, apply to all of the programs you are eligible for. In addition, these organizations provide professional development support and learning experiences that exten beyond just the internship. Other benefits can include:
Access to multiple companies with a single application
Support during and after your internship
An extensive alumni network
Networking opportunities
Job opportunities
Professional development events
Paid travel opportunities
Scholarships
No matter your major, there is a program for you. Do your research and connect to an organization. It could be life changing.
My Favorite Minority Internship Programs
T. Howard Foundation
INROADS
Sponsors for Educational Opportunity (SEO)
Hispanic Association of Colleges and Universities (HACU) – National Internship Program
Management Leadership for Tomorrow (MLT)
These programs cover everything from media interships, sports, entertainment, Forunte 500 companies, financial firms, law firms, non-profit, consumer goods and more. The deadlines, requirements and program componant for each is different. They all, however, are programs that will provide you with a stepping stone to a career.
Competition for these spots is fierce. Be sure that your application materials; including a resume, college transcripts, interview, writing sample and recommendations, are the best representation of you. Get started and finish before the deadlines and you might find yourself with your dream, paid, internship this summer. For help with your resume, check out this free resume template.
If you know of a minority internship program, drop a comment below so that others can apply too. Check out the Diversity Internship Directory and discover a comprehensive listing of companies and organizations across the country that are available today!
Ok, so as I look at my window at the 6 inches of snow, it is obviously not spring yet. It can’t come fast enough if you ask me. You don’t, however, have to wait for spring to start setting up for a successful summer internship.
If you have a spring internship already, kudos to you. It is not too late though to beat the street and work your network on and off campus to find a spring gig. Opportunities are still there. Check in with career services at your school, ask around to mentors and don’t ignore smaller local companies that could be a perfect fit for you.
If you don’t know where to begin, start by downloading my free Internship Manual Toolkit to get organized for your internship search.
Spring is when most companies kick their summer internship search into high gear. When you get back to campus, make it your business to get over to career services to do the following so that you can have a successful summer internship search:
Check on the date of the spring career fair. If your campus doesn’t host a spring career fair, look at career fairs at other schools or within the community.
Get your resume looked over. If you don’t have a resume, then you are behind the game. They can get you on the right track towards creating a good resume.
Schedule a mock interview. Practice makes perfect. The more you interview the more comfortable you can become in that situation.
Create a Linkedin profile. Companies looking for interns and full-time hires are using LinkedIn everyday to find candidates. Don’t be left out.
The internship search isn’t just about finding the right internship, but being able to get it because you are prepared! Don’t wait until March to start this process, get your resume, create your online profile and get to work.
Here are a few open internships with fast approaching deadlines to jump start your search. If you are unsure of the next step to take, here are 5 Ways to Find an Internship.
In today’s episode of The College Checklist Podcast, Sharise Kent joins us to share her expertise on college internships. Sharise is an expert on how students can find internships and determine their career objectives while they are still in school. Sharise provides many practical tips on how to prepare for college and how to find internships that will ensure career success beyond the college experience.