BY BRIANNE FITZGERALD 

Marketing and communications director, Big Brothers Big Sisters of Central Iowa

If you are like me, you could reflect on your internship in college and find a mixed bag of emotions. Several internships allowed me a variety of possible positions and job responsibilities, but the ones that connected me to strong female leaders were the ones that really made the difference for me.  

Today it is incredibly important for current college students to have at least one internship. Still, there aren’t enough internships out there.

 

We need to provide opportunities that give young women an edge on the competition. According to the National Center for Education Statistics, a study starting in the year 2003 anticipated that there will be at least a 28 percent growth in the number of women expected to graduate from college with a bachelor’s degree by the year 2016.

It is up to us as employers (and female leaders) to offer opportunities to the next generation of females so they’ll have an edge in the job market when they graduate.

A 2013 article in the Harvard Business Review shared that men get more critical assignments that lead to advancement than women do, according to a Catalyst study of 1,600 business school graduates. The article also stated that, on average, women made up 53 percent of entry-level employees. So how do we set up that 53 percent for accelerated career growth into C-Suite-level executives?  

We start by offering them internships at our companies.  

There are a few important things to remember if you are thinking of designing an internship:

First, make sure that you truly have a valuable experience for your intern. Think about what wasn’t so great about your internship. Yes, everyone does filing or answers the phone, but is that really what you would want to learn? What can you give them to do that expands their horizons and connects them to the work, has them play a part in critical assignments, and gives them the skills they really need?

Second, who will supervise your intern? Think about this one in great detail before posting a position. Can someone give the intern the time they need to be successful? What about a fantastic female role model to supervise them? Will this person find a value in connecting your intern with others in the field or possibly take them to networking events?  

Third, how you are going to market your internship posting? Is it exciting? How will you catch their eye, over other internships? The name of your company or brand image you’ve created alone may not sell your opportunity over another. If your company isn’t well known, what is it that you can say right away to grab their attention? Think about creative job titles, selling on your company values, offering them a chance to volunteer and really be a part of the culture of your company. Maybe add a picture of a woman in your company who has achieved success along with a quote from her and her job title. Better yet, send your strong female leadership to internship and job fairs.

Lastly, do you have an orientation and training for your interns? It’s important. Why should they be any different from a permanent employee when it comes to learning about your business? Think about what you can share about your company culture during this time with them. Do you have female leaders who can be a part of their training and speak about their path to success?  

My organization has helped some fantastic up-and-coming female leaders, but we can’t do it alone. Our community needs you as well to help them continue to stay one step ahead. So remember to pay it forward.

Connect with Fitzgerald via email or phone at 515-288-9025, ext. 224. She also is onFacebook and LinkedIn.