It pays to pay

More than a year ago, Tannette Johnson-Elie was stating in the Milwaukee Journal Sentinel (Paid internships level playing field for minorities, May 2005) what is common wisdom in the job market, but that somehow doesn’t get traction in the internship world: better pay often means better staff. Employers pay the price of refusing to pay their staff: they don’t access the whole pool and they miss on students who will first take a paid position.

Tannette Johnson-Elie brings up an interesting statistic that I’m up to research yet:

Martha Artiles, chief diversity officer for Manpower Inc., said the notion of paying interns has been a growing trend in the last 10 to 15 years, especially among Fortune 500 companies.

And one more:

Last year, major employers reported that 38% of their interns went on to full-time positions, up from 25% in 2001, according to a survey by the National Association of Colleges and Employers.

So if internships are the golden bridge to employment, why should it be accessible only to those who can afford to live for months without a revenue?


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