How can you create an inclusive and diverse internship program?

Businesses want hard workers. They need individuals who can follow instructions and help the company run smoothly and efficiently. Interns can be a best option and are a low-cost option whose energy, eagerness to learn, and broad skill sets can be highly beneficial.

A key thing to consider is how internships contribute to the talent pipeline, converting interns to graduate hires, and leveraging their experience as an ambassador of your company when they return to university in-between.

Align with company D&I objectives to help insure success. Target schools and organizations with diverse populations. Use diverse employees in your outreach and recruiting activities. Align your intern program objectives to include exposure to all aspects of company culture. Provide mentors and experienced hiring managers to properly develop and lead the interns. Meet 1:1 with interns during their program to ensure they getting proper development and fully engaged. Extend offers to designated interns before they leave the program to let them know you are committed to having them return full-time.

I have found it best to start with what company goals do you want this intern to move forward, how will we measure success in this activities and what training/resources do you have to support those efforts. Once that is solidified then you can build out an ideal candidate profile based on the skills, knowledge and abilities you need because you will have a clear understanding of what defines their performance and what level of abilities you can train up vs need to hire on.

The first step is like setting the scene in a narrative. It involves outlining clear objectives, not just in terms of roles to be filled, but also in cultivating a rich tapestry of experiences and backgrounds. This sets the tone for a program that seeks to enrich the organisational culture with diverse insights and ideas.

Consider story-telling from a current intern on a platform which the audience uses, without the corporate filter to show it's real and raw reality in the working world, perhaps in the form of an "Instagram take over" - if you can get Marketing to agree to it!

You will know which of these areas you excel or need to revisit based on your program feedback surveys. If you do not have one then use AI to create a simple scorecard and tailor to your organization because I have found interns very open to giving feedback. It’s invaluable to inform your overall strategy for operating the internship program.

Think of this as crafting a compelling invitation to a grand gathering. The promotion should reach far and wide, speaking authentically to people from all walks of life. It’s about creating a message that resonates with a diverse audience, inviting them to bring their unique stories to the table.

This stage is comparable to casting for a play where each role is critical. The selection process should be designed to judge candidates on their merits, aspirations, and potential, rather than their background or connections. This ensures a fair and level playing field for all applicants.

Onboarding interns is akin to introducing characters in a story. It's crucial to create an environment where each intern feels welcomed and valued. A well-structured orientation program sets the stage for interns to be effective contributors, ensuring they feel integrated and aligned with the organization’s ethos.

Like a skilled mentor guiding a protagonist, continuous engagement with interns is key. This involves providing opportunities for growth, encouraging open communication, and ensuring their voices are heard. Active engagement helps interns weave their own narratives within the larger story of the organization.

Just as a story evolves with each chapter, regular evaluation of the internship program is essential. This involves gathering feedback, assessing outcomes, and making iterative improvements. It’s about refining the narrative to ensure that the program remains relevant, inclusive, and effective.

Beyond the structured steps, it’s important to recognize that fostering diversity and inclusivity is an ongoing journey, not a destination. It's about creating a culture that not only welcomes diverse perspectives but also celebrates and leverages them for collective growth and innovation.