Internships are often seen as gateways to opportunity. There are chances to gain experience, build connections, and get a foot in the door, but for many young people, especially those from marginalized backgrounds, internships can also highlight just how exclusive some professional spaces still are. As some organizations are still upholding their commitment to diversity, equity, and inclusion (DEI) efforts amidst the current presidential administration, it’s important to look beyond the mission statement and examine the actual experience.
Do interns genuinely feel like they belong? Are organizations simply making statements to commit to DEI or actually committing? Are interns supported and seen as future colleagues, or treated as temporary help?
I just recently completed my first internship experience with a start-up policy think tank called Next100, where I conducted research on leadership and diversity in other think tanks. The results, as you may guess, ended up showing that the majority of leaders in think tanks, as well as employees, were majority white, able-bodied males, who had received higher education at prestigious institutions and the Ivy League. Many of the articles I had read on diversity in think tanks discussed how to attract diverse talent, and not so much on actually retaining diverse talent, so to take this project a step forward, I wanted to first focus on retention instead of attraction, and second, focus on other young interns like me who come from marginalized backgrounds. I ended up conducting a few interviews with interns in various think tanks, delving into their experiences entering these spaces as individuals from historically underrepresented backgrounds. One of the main insights I gained from these interviews was that inclusion isn’t about surface-level representation; it’s about how people are treated once they arrive.
With the new school year coming up, research and planning on internships also begin for college students. So from a few interns to another, if you are considering doing an internship this year, here are seven aspects to consider when deciding whether an internship is truly inclusive, and what you should be looking for to feel valued, not just tolerated.
Flexibility Should Be Standard, Not Surprising
Interns, especially marginalized interns who come from low-income, first-generation, or underrepresented backgrounds, often balance more than just their internship roles. Part-time jobs, caregiving responsibilities, or other financial and family obligations are common. One intern shared that having a remote option allowed them to remain close to their family while still contributing to their internship. That flexibility helped them show up better, both personally and professionally.
What to look for: Organizations that offer remote work, flexible hours, and understanding around personal responsibilities tend to respect their interns as people, not just workers.
Mentorship That Feels Meaningful
Supportive supervisors matter, but what’s even more impactful is mentorship that acknowledges identity. Interviewees described feeling more comfortable and confident when they were paired with mentors who shared aspects of their background. One intern noted that even without matching identities, having a mentor who understood part of their background made a difference. They also felt that being able to request a mentor with a similar lived experience would make the process more intentional and supportive.
What to look for: If you want mentorship during your time as an intern, ensure that it is offered, as mentorship can oftentimes be done voluntarily and may not always be guaranteed. If you prefer a mentor with a shared sense of identity, don’t be afraid to ask your organization if they would be able to accommodate that preference.
Opportunities for Connection Matter
Internships can feel isolating at times if you don’t have an assigned partner to work with, or even if you are working in remote or hybrid environments. Many of the interns mentioned that they had rarely met others their age or had space to network with fellow interns or alumni. When done right, intern cohorts and social spaces build not only community, but confidence. These gatherings are especially valuable for interns from marginalized backgrounds, offering opportunities to meet others with shared identities and build meaningful connections within the organization.
What to look for: Programs that offer intern meetups, alumni networking events, or any opportunities for current interns to gain connections with others within the organization. This shows that the organization is invested in your experience and wants to ensure you have the support and relationships to succeed.
Support for Growth beyond the Job Description
Some of the most affirming internship moments came when interns were encouraged to stretch beyond their day-to-day tasks. Two of the interns had been encouraged by their supervisors to write and publish their work, which can be a good opportunity to not only boost resumes, but also confidence and value. This kind of support is especially impactful in competitive or white male-dominated fields, where marginalized interns may otherwise struggle to feel seen or taken seriously.
What to look for: Ask yourself if this internship is helping you grow, or if it's simply just giving you tasks. The best experiences position you as a future leader, not just an assistant.
Your Lived Experience Should Be Valued
Organizations often overlook the value of marginalized interns’ lived experiences and may even discourage them from incorporating these perspectives into their work, but marginalized interns bring insights that are often missing from traditional spaces. Many of the interns felt it was critical to provide extra support for marginalized voices and to make space for their viewpoints. Actively encouraging interns to draw on their experiences not only empowers marginalized interns' voices but also strengthens the relevance and impact of the organization’s work.
What to look for: You should feel encouraged and supported to bring your own perspectives and lived experiences to your work, instead of feeling limited to a box. If you are doing a research-based internship like I did, ask how the research agenda is established.
Clear Career Pathways, Not Just “Good Luck”
Internships often double as trial runs for future employment, but organizations don’t always offer any kind of pipeline or support for what comes next. Interns from underrepresented backgrounds are already navigating a more difficult job market, and they deserve more than vague encouragement. The interns I spoke with expressed how important this opportunity is for them, especially with most of them having finished their undergraduate careers already.
What to look for: If an internship is genuinely invested in your growth, it will offer more than just tasks; it will help you prepare for what comes next. Look for programs that provide support with resume building, career planning, and opportunities to showcase your work. That kind of investment signals they see you as more than temporary labor.
Small Interactions Speak Volumes
Nearly every intern I spoke with mentioned one powerful indicator of truly feeling like they belonged in an organization: when other staff members took the initiative to start conversations with them. It’s important that your organization treats you like a human rather than just an intern, especially in spaces that can feel intimidating. It’s important to feel somewhat connected to the people around you within your organization, as it will only create comfortable spaces and more opportunities for connection.
What to look for: It’s important to note the workplace culture; how are people responding to each other? How are people responding to you? Having an awkward or hostile environment can cause discomfort for you, and overall affect your experience not only within the organization, but within your work as well.
Internships are more than just temporary roles; they’re entry points into fields that have long excluded marginalized voices. The interns I spoke with made it clear that feeling seen, supported, and included can make all the difference in whether they choose to stay in a field or walk away from it. In order to make the most out of your internship experience, it’s important to research organizations before applying, and if possible, get connected with people who have worked or work for the organization, especially if you’re an intern with a marginalized identity.
That insight can help you assess whether a space will support you, not just tolerate you or treat you like a box to check. By investing in the success of marginalized interns, organizations aren’t just helping individuals; they're shaping a more inclusive, representative, and equitable future for their field.
