Interns should be made to feel welcome and valued in the working environment; they should have adequate workspace, resources, and contact time with line-managers and other staff.
Interns should be offered all possible opportunities to learn about the workplace; be allowed to read publications and other materials, ask questions, and attend meetings where appropriate.
Employers should try to ensure that interns gain valuable experience and skills; work should include some challenging and stimulating tasks.
Interns should have an exit interview, with an appraisal of their performance and work and an opportunity to give feedback on their experience.
Working transparently
Employers should be up-front about forthcoming employment opportunities and should take care not to raise false hopes.
Interns should be given a clear idea of their responsibilities and possible tasks, within which both employer and intern can work flexibly.
Interns should be recruited through openly advertised competition; positions should not simply be offered to contacts. Specific adverts should be placed for interns, or employers should state clearly on their website that they consider ad-hoc applications.
Being fair
Interns should receive reasonable expenses and employers should make efforts to ensure that internships are available to all, irrespective of background or ability to support oneself.
Employers should be sensitive to the pressures of working for free; where possible, they should allow part-time working and should not expect interns to continue unpaid for extended periods. Where suitable, internal work which might otherwise be outsourced (dictation, temping and data-entry for example), should be offered to interns as a means of earning extra cash.
Employers should offer interns advice on pursuing their chosen career path. Where appropriate, they should share contacts and experience to help interns find paid work. They should offer tips on writing CVs and covering letters, and on interview-technique.
