Forbes Council Article: The Urgent Need For Internship Access For Historically Marginalized Groups
Kelli Williams authored this article as a member of the Forbes Nonprofit Council Member. The Council is for Nonprofit Leaders Who Want to Change the World. Forbes Nonprofit Council empowers successful, diverse leaders in the nonprofit sector to network, publish, and grow their connections while bolstering their social proof and credibility by showcasing their nonprofit organization’s mission. This blog post is a re-sharing of an article originally published on Forbes.
As businesses innovate and grow, it’s crucial to recognize that including diverse perspectives is not just a “nice to have;” it’s a necessity for thriving in an increasingly competitive and diverse marketplace. Fostering opportunities to learn and grow professionally for historically marginalized talent through internships is an investment in both equity and business success—a choice that will define the future of forward-thinking companies.
In a societal season when the Supreme Court has overturned more than 50 years of affirmative action precedent and companies are scaling back their commitments to diversity, equity and inclusion (DEI) programs, establishing meaningful pathways for historically marginalized college students is more critical than ever. While supporting diversity has always been the right thing to do from a moral standpoint, it is also a critical business strategy that companies cannot afford to abandon.
Creating access to hands-on experiences for historically underrepresented students is not just a social responsibility but a strategic imperative. Research consistently shows that diverse teams drive better financial outcomes and innovation. According to McKinsey, companies with diverse leadership teams are more likely to outperform their peers financially. Additionally, one study found that 74% of consumer respondents say “representation in marketing is important to them for the brands they engage and buy from.” These statistics represent diversity’s measurable impact on a company’s ability to innovate, connect with customers and thrive.
Why Access Matters: Perspectives From The Heart And The Head
With affirmative action rolled back and DEI programs under scrutiny, future-thinking leaders understand that building diverse talent pipelines is not just about compliance or optics. From an empathetic, “heart” perspective, it addresses systemic inequities that have historically prevented specific groups of people from accessing high-quality internships and professional opportunities. Barriers such as a lack of networks, mentorship and financial support have long hindered many BIPOC students from gaining the experiences needed to enter high-paying, leadership-track jobs.
Providing internship access to these students helps level the playing field by opening traditionally closed doors. It’s about creating opportunities for the next generation of professionals who bring fresh perspectives to historically homogeneous industries. In the face of headwinds impacting DEI efforts and the removal of affirmative action protections, these opportunities become even more important.
But beyond the heart-focused argument, there is a compelling business case: the “head” perspective. Research consistently shows that diverse teams perform better, are more innovative and are more attuned to the needs of a growingly diverse U.S. population. According to a Deloitte study, inclusive company cultures are twice as likely “to meet or exceed financial targets.” In this head-based context, abandoning DEI commitments or scaling back internship opportunities for historically marginalized students is not just ethically questionable; it’s financially unwise.
Bridging The Gap In Marketing
Marketing and advertising are prime examples of an industry where the gap between BIPOC representation and audience demographics is stark. While BIPOC consumers make up almost 40% of the U.S. population, the marketing industry in regions like the Midwest remains overwhelmingly white, with around 90% of professionals identifying as such. This imbalance limits companies’ ability to create marketing content that resonates with diverse audiences.
Companies can address this disconnect by creating talent pipelines and fostering internship programs that prioritize historically underrepresented talent. Bringing more diverse voices into the creation of marketing campaigns doesn’t just improve messaging; it helps companies better understand target audiences and serve their customers. In a landscape where consumer engagement drives success, companies prioritizing diversity are better positioned to connect meaningfully with their audiences and unlock new growth opportunities.
The Future Of Inclusive Business: We Can Do This
The current social and corporate climate may suggest it’s time to retreat from DEI initiatives, but I believe this season calls for a renewed, strategic commitment—a real commitment where a company’s DEI strategy is part of the overall business strategy, not a separate initiative.
This is the time of year when businesses plan and launch summer internship applications. This year, I challenge my peer leaders to consider carving out a portion of your traditional internship openings for college students from historically marginalized groups.
Companies that invest in internship programs focused on providing access to these groups today are doing the right thing from a moral standpoint and also setting themselves up for future success. By creating these career pathways, organizations can access a broader range of ideas and perspectives to fuel innovation and growth.