Understanding the Challenges of Unpaid Internships

We cannot let these kinds of work experiences proliferate in the design and architecture community! "If you get injured, don't tell them you work for us." Our newest episode of Redlines is out, where we speak with Cecilia and Elif, two architecture students who took an unpaid summer internship abroad at a famous firm in Spain at the recommendation of their professors. However, instead of gaining valuable experience in an architecture office, they were treated as expendable labor. Cecilia and Elif recount the harrowing details of this exploitative internship and the fear they felt in speaking up due to the power dynamics at play with famous architects and professors. They explain why they and other students stayed despite the conditions and discuss how this experience impacted their career paths and beliefs about what is acceptable treatment in the architecture industry. Ultimately, Cecilia and Elif hope that by speaking openly about these abusive practices, the next generation of architects can help break the perpetuating cycle of poor labor conditions in the name of becoming a “great architect.” 𝗧𝗵𝗿𝗲𝗲 𝗺𝗮𝗷𝗼𝗿 𝗶𝗻𝗰𝗶𝗱𝗲𝗻𝘁𝘀: ➡️ Cecilia and Elif arrive at the internship and are forced to work manual labor on a construction site instead of in an office, with no safety protections (6:00) ➡️ Famous architects visit the construction site, gather the students around for a demonstration, and have them running around doing tasks, yelling when they make mistakes (19:00) ➡️ After Cecilia takes two days off, the architects gather everyone and lecture them that leaving for even one day is unacceptable and detail the punishments (38:00) We'd like to thank Cecilia and Elif for bravely speaking out about a difficult experience they went through during the exploitative internship. By sharing their story, they have supported others facing similar challenges and raised awareness 𝗧𝗼 𝗵𝗲𝗮𝗿 𝘁𝗵𝗲 𝗰𝗼𝗺𝗽𝗹𝗲𝘁𝗲 𝗲𝗽𝗶𝘀𝗼𝗱𝗲, 𝗰𝗹𝗶𝗰𝗸 𝗼𝗻 𝘁𝗵𝗲 𝗹𝗶𝗻𝗸: 🎙️ Our Transistor Podcasts: https://lnkd.in/gKfPusb7 🎧 Tune in on Apple Podcasts: https://lnkd.in/grUEtghJ 🎶 Stream it on Spotify: https://lnkd.in/gqAzR95R --- #unpaidinternship #architecture #architect #internship #solidarity #anonymous #redlinespodcast #outofarchitecturepodcast #outofarchitecture Out of Architecture Erin Pellegrino Helen Lummis Nathaniel Perez Steinrueck Ellen Abraham, MBA Chi Bhatia Anamika Goyal Melodie Yashar Stephen Drew FRSA Jason Boyle FRSA FRIBA Charlie Edmonds Sara Kolata Wandile Mthiyane Rion Willard Enoch Sears, AIA LEED AP Tyler Suomala Nikita Morell Joann Lui Steven Biersteker

FOR THE PEOPLE IN THE BACK. There is always a number. Please share the information about your budgets generously. IF YOU POST A JOB FELLOWSHIP RFP INTERNSHIP AWARD WITH "EQUITY" OR "EQUALITY" IN THE TITLE... Give us the BUDGET first. Tell us the pay up front. If you charge for it, say so. Do not ask for a volunteer. Do not post that you are committed to a diverse applicant pool if you do not compensate. Do not ask for a proposal without a budget or range. Do not be coy with people when it comes to pay, money, budgets, finances, perks, benefits, fees, costs, and benefits. Please for real, I am begging you. Stop asking for gender, racial, or disability equity consultants to do MORE free labor Do not ask for disability justice experts to do more unpaid consulting on making your event accessible. Do not post an internship that is unpaid for...actually, don't do it at all. Do not STUDY the care economy without investing in caregivers. Period. Want to know why we fit the grant/rfp/role/fellowship so well? We are really good at understanding inequity in pay and giving advice and guidance on increasing access, making procurement equitable, and ensuring your processes and practices are not harmful for a reason. BECAUSE THE SYSTEMS ARE ALREADY THAT WAY and we live it every day. If you want someone to help you fix your inequitable systems or do an analysis or research for you on why your industry is lagging on pay equity or wage gaps...start with your own house. I cannot believe I need to say this. Unpaid labor is inequitable. Do not ask us to play guess the budget for an RFP, give you an entire proposal with a schedule, budget, breakdown and roadmap, just so you can do "equity work" without even hiring us. Seriously...I am so tired of having to email the contact and ask for a budget, and worse to be told "we're not giving out that info." For the love of all things just give us the number. Better yet, hire us FIRST. We're happy to put a scope of work together and project plan for any equity or accessibility audit, inclusive brand, or sustainable business program you want. But we need to have access, inclusion, and be sustainable first. OUR LABOR IS NOT A FAVOR. #PayEquity #GenderEquality #EconomicJustice

Reflecting on Growth and Fairness in the Games Industry There's one principle I find myself passionately and regularly advocating for: the absolute necessity of offering paid positions, especially to those at the early stages of their careers or stepping into the industry through internships. As someone who typically reserves taking a firm stance, preferring instead to navigate the multifaceted perspectives within our industry, I've come to realize the importance of vocalizing support where it matters most. The discussion around unpaid vs. paid roles is not new, yet it remains a critical point of consideration for the future of our workforce and the ethical foundation of our industry. Why is this so important, particularly in games? 1. Value Recognition: Every individual contributes their unique skill set, creativity, and time. These contributions are valuable and deserve recognition in the form of fair compensation. It's not just about monetary reward but acknowledging the worth of every team member's effort. 2. Access and Equality: Unpaid positions often limit opportunities to those who can afford to work without immediate income, inadvertently creating barriers for talented individuals from diverse backgrounds. By ensuring all roles are paid, we open doors wider, fostering a more inclusive and diverse industry. 3. Quality and Commitment: When individuals are compensated, it not only aids in their personal and professional growth but also enhances the quality of work and commitment to the project. A paid role is an investment in the quality of both the team's output and the individual's future. 4. Sustainable Growth: For the gaming industry to continue thriving, nurturing new talent is essential. Offering paid positions is a step toward sustainable growth, ensuring we have a motivated, skilled workforce ready to take on the challenges of tomorrow. 5. Preventing Exploitation: Not compensating workers, especially those in early career stages or internships, can cross into exploitation. It takes advantage of their eagerness and need for experience, setting a precedent that their work isn't worthy of pay. This not only devalues their contribution but also perpetuates a cycle of inequity that can stifle industry innovation and diversity. 6. Advocating for Change: We must encourage the practice of calling out unpaid roles and aim to rectify such opportunities through exposure. Highlighting these practices not only raises awareness but also prompts organizations to reconsider their policies. By advocating for fair compensation, we contribute to creating a more equitable and ethical industry. As we look towards the future, let's consider how we can collectively foster an environment that values and supports its workforce from the ground up. The debate around this topic is complex and multifaceted, yet at its core, it's about fairness, respect, and sustainability. #GamesIndustry #FairCompensation #CareerDevelopment #Inclusivity