A pproach Presented by members of the CAFCE Research Committee Ms Judene Pretti University of Waterloo Ms Christine Arsenault University of Toronto Scarborough Dr Rocco Fondacaro University of Waterloo ID: 433557
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Slide1
Unpaid vs. Paid Work-Integrated-Learning: A Research Approach
Presented by members of the CAFCE Research Committee:
Ms. Judene Pretti, University of Waterloo
Ms
. Christine Arsenault, University of Toronto Scarborough
Dr. Rocco Fondacaro, University of WaterlooSlide2
AgendaCanadian Context
Why look at paid vs. unpaid WIL?
Factors affecting WIL compensation
Current Research
Gaps in Research
Moving ForwardSlide3
Canadian Context
CAFCE Research Committee Mandate
Co-op is dominate form of WIL
Co-op defined
AccreditationSlide4
Why look at paid vs unpaid WIL?
In the news…
Attention of policy makers
Employment access:
“[an unpaid internship] cuts out people who can’t afford to do unpaid internships; it can [
favour
] people based on their socioeconomic class. It erodes any notion of meritocracy.
– Andrew
Langille
, Employment Lawyer
Other reasons??Slide5
Factors Affecting WIL Compensation
Cultural NormsSlide6
What Literature Exists
Ve
ry
little on
compensation
as issue
in
WIL
Many
examine
legal
aspect
s Gardner
, P. (
2012).
Other compensation related themes include:
Q
uality
of the work
experience
L
earning impacts
Access to WIL and Employment Prospects
Areas are not mutually exclusive Slide7
A Word on Methodology:
Paid vs. unpaid normally not primary issue of research
When compensation is
primary topic,
types of WIL studied often excludes “
co-op” modelCo-op requires pay, may skew results
Findings primarily from survey data
Majority of research from U.S.Slide8
What the Research Says:
Paid internship/co-op employment affects:
Realism and authenticity
Employer/employee relationship
Substantive work
Accountability and evaluation
Sanctions for Performance (Termination)
Corporate competitive advantageSlide9
What the Research Says:
Overall…
Evidence on Paid vs. unpaid and the perceived quality of experiences is minimal and equivocal
Gardner, P. (2011)
Chatzsky
, J., & McGrath, M., -- Summary NACE 2011 (2011)
Paid
or unpaid – both provide balance during student life, sense of community, connectedness
Billett
, S. & Ovens, C. (2007).
Bounous
, R. M. (1986
).Slide10
What the Research Says:
Overall…
Employers who intend to hire students later provide higher quality experiences
Paid
interns/co-ops more likely to be hired post work terms
Bailey
, Hughes and Barr,
(2000)
More meaningful work for paid
co-ops/interns
Paid do more professional work, unpaid do more clerical work
Chatzsky
, J., & McGrath, M. (2011, November
28
)Slide11
What the Research Says:
Overall…
63.1 % of paid interns received at least one job offer, while only 37 % of unpaid interns received a job offer.
35.2 % with no internship received at least
one job offer
.
$
51,930 is median
starting salary
new
grads with paid internship
$35,721 is median salary for those with unpaid internship
$37,087 is median salary for new grads with
no internship
NACE 2013 Student Survey (2013)
38000 responses from college students, 9215 earning bachelor degreesSlide12
What the Research Says:
Overall…
51.3% of
students
not paid for their internship
experience
up 3.6% from previous year
64.1
% of students need
second
jobs when
doing
unpaid internship continued decline in paid
opportunities
working against
companies’
long-term recruitment efforts and branding
efforts
Legal
challenges
to continue
to increase, creating potential liabilities for companies who employ unpaid interns.
Intern Bridge, National Internship Salary Survey (2012)
11000 students at 150 universitiesSlide13
What the Research Says:
Overall
Nearly
half (49%) of unpaid in private sector
Couture &
Attfield
(2014
)
More in Unpaid
Women; students with family incomes < $80K; Education
, social sciences, health sciences, arts & humanities,
communications major
More in Paid
Engineering
, computer & science
majors
Highest income students (>$120k) more likely in both paid and unpaid internships
Gardner, P. (2011)Slide14
What the Research Says:
Employer views… paid work
Attracts better students, and can expect more of them
Hurst
, J. L. & Good, L. K. (2010
)
Exposure to
demands, capacities and commitments required for working life beyond school
punctuality
, working with others, time
and personal management
w
orking with others, imposition of sanctions (termination)
Claimed to be the most
valued
capacities
for the
workplace
Billett
, S. & Ovens, C. (2007
)
Employers
have more
positive views about
paid interns
better attendance, reliability, attitudes
Why
? …pay incents better
performance, or more selective in hiring
Bailey
, Hughes and Barr,
(2000
)Slide15
What the Research Says:
Student view… paid work
Interns more satisfied with work experience
But unpaid interns are “not unsatisfied”
Beebe, A., Blaylock, A. &
Sweetser
, K. D. (2009
).
“I felt more like an ‘engineer’ when I was getting paid to do engineering
work”
Bounous
, R. M. (1986).
Qualifications needed to get better job and pay
What I don’t want to do… for a living
What I do want to do.. but not is this industry or job
Billett
, S. & Ovens, C. (2007
)
Priorities… “work
for pay comes first, internship or career enhancement comes second, and school work comes
last”
Gardner
, P. (2011
)Slide16
Research Gaps:
Replication of existing research
Paid vs. unpaid…
On quality of work experience
On type of work given students
On how seriously employers view the experience
On how seriously students view the experience
On attainment of learning outcomes
Gardner
,
P. (
2012)
In
the Canadian contextSlide17
Moving Forward
More definition among WIL models
Understanding and engagement by stakeholders
Legal, ethical, and policy evolution
New and Emerging forms of WIL
Changing face of work force… e.g., entrepreneurial
Alternative forms of remunerationSlide18
Moving Forward
Sattler, P. & Peters, J (2012). Work-Integrated Learning and Postsecondary Graduates: The Perspective of Ontario Employers. Toronto: Higher Education Quality Council of Ontario.Slide19
Moving Forward …unpaid at
uW
Minimizing absolute number of unpaid opportunities
Active management of unpaid; Discussions with employers; Alternative remuneration Slide20
Questions?Slide21
Unpaid/Paid Reference List
“In the News”:
http://www.internbridge.com/company/unpaid-internship-resource-
center
Literature/Research Articles:
Bailey, T., Hughes, K. & Barr, T. (2000). Achieving scale and quality in school-to-work internships: Findings from two employer surveys.
Educational Evaluation and Policy Analysis
,
22
(1), 41–64. SAGE Publications
.
Beebe, A., Blaylock, A. &
Sweetser
, K. D. (2009). Job satisfaction in public relations internships.
Public Relations Review
,
35
(2), 156–158. Elsevier.
Billett
, S. & Ovens, C. (2007). Learning about work, working life and post-school options: guiding students’ reflections on paid part-time work.
Journal of Education and Work
,
20
(2), 75–90. Taylor & Francis.
Bounous
, R. M. (1986). Experiential learning programs: An organizational schema.
Journal of Career Development
,
13
(1), 61–67. Springer.
Chatzsky
, J., & McGrath, M. (2011, November 28). The great American internship swindle. Newsweek, p. 22. Retrieved from:
http://www.newsweek.com/why-students-shouldnt-take-unpaid-internships-
66241
Gardner
, P. (2011).
The debate over unpaid college internships
. Intern Bridge.
Gardner, P. (2012).
Reaction on Campus to the Unpaid Internship Controversy
. Intern Bridge.
Hurst, J. L. & Good, L. K. (2010). A 20-year evolution of internships: Implications for retail interns, employers and educators.
The International Review of Retail, Distribution and Consumer Research
,
20
(1), 175–186. Taylor & Francis
.
InternBridge
(2012).
2012 Internship Salary
Report.
National
Association of Colleges and
Employers (2013)
, The Class of 2013 Student Survey Report.
Sattler
, P. & Peters, J (2012). Work-Integrated Learning and Postsecondary Graduates: The Perspective of Ontario Employers. Toronto: Higher Education Quality Council of Ontario.