Compensation for Interns: A Perspective

Internships are a platform for students and young professionals to gain hands-on experience, learn the nuances of a profession, and build a foundation for their future careers. However, the topic of compensation for interns is a subject of ongoing debate. Should interns be paid? Is it fair to expect compensation when the primary focus is learning? Let’s explore both sides of the argument.

A Learning Opportunity At the outset, it’s important to understand that internships are fundamentally designed to be learning experiences. The value derived from an internship is not just financial; it's the knowledge and skills that you acquire, the network you build, and the exposure to real-world scenarios that you cannot find in textbooks.

Limited Contribution to the Office As an intern, you are not yet an asset to the office in terms of productivity. You are likely unfamiliar with the systems and protocols, and you require training and guidance. In such cases, expecting compensation might seem premature when you’re still in the learning phase, where more is being invested in you than contributed by you. Plus, most interns do a 1-month internship and during that short span of time, it's not possible for any organisation to invest significant time and money on you.

The Expectation of Training and Payment When an intern expects both training and a paycheck, it creates a dual demand on the employer. Training requires time, effort, and resources from the office, and when that comes alongside a salary, the office has to weigh whether the intern is adding enough value to justify both. Payment becomes a rightful demand when the intern begins to contribute in a meaningful way, using the knowledge and skills gained to assist in the daily operations of the office. Ultimately, this is a professional transaction where there is an exchange of knowledge vis-a-vis the efforts of the interns and in trying to accomplish some tasks assigned to them.

Payment Equals Responsibility Once an intern begins to receive payment, the expectations naturally increase. You are no longer seen as just a learner but also a contributor. With that compensation comes the responsibility to perform at a certain level, meet deadlines, and deliver results. This means being subject to the office’s rules, policies, and expectations—much like any other employee. A salary is paid in return for meaningful contributions, and it should not be viewed merely as a reward for showing up.

The Reality of Office Commitments In my experience, one of the challenges is that some interns fail to understand the seriousness of these commitments. Punctuality and regular attendance are often lacking. Some interns take too many days off, and in some cases, they abandon the internship midway. When an intern doesn’t honour their commitment, it isn't just a breach of trust; it also takes away opportunities from others. The decision to hire a particular intern is often based on factors like availability for a longer duration, which could lead to others, who might have been equally or more capable, being denied the chance.

A Waste of Resources There have been instances where I have invested in an intern, both in terms of time and financial compensation, only to see them leave abruptly. This results in wasted resources—resources that could have been better utilised elsewhere. When this happens, it isn't just a loss for the office; it’s also a missed opportunity for another intern who could have gained valuable experience.

While the debate over whether interns should be compensated continues, it is important to strike a balance. Compensation should reflect the intern’s contribution, commitment, and ability to perform, while also acknowledging the learning aspect of the internship. As a prospective intern, consider this balance and strive to earn both the knowledge and the pay. In return, you’ll not only gain a valuable experience but also contribute meaningfully to the organisation that has opened its doors to you.

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