To promote gender equity in internships and apprenticeships, companies should use blind recruitment, set transparent evaluation criteria, offer mentorship, ensure pay equity, foster inclusion, provide flexibility, set and measure diversity goals, act on feedback, remove barriers, and partner with women's groups.
How Can Companies Create More Equitable Internship and Apprenticeship Experiences for Women?
AdminTo promote gender equity in internships and apprenticeships, companies should use blind recruitment, set transparent evaluation criteria, offer mentorship, ensure pay equity, foster inclusion, provide flexibility, set and measure diversity goals, act on feedback, remove barriers, and partner with women's groups.
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Implement Blind Recruitment Processes
Removing names and other identifying information from applications can help prevent unconscious bias in the selection process. By focusing on skills, experiences, and potential rather than demographic data, companies offer women an equal opportunity to secure internships and apprenticeships.
Establish Clear Transparent Evaluation Criteria
Developing and communicating standardized metrics for selecting, evaluating, and advancing interns and apprentices ensures that all candidates, regardless of gender, understand what is expected. Transparency reduces the influence of subjective judgments or favoritism.
Offer Structured Mentorship Programs
Pairing women interns and apprentices with mentors—especially women in leadership roles—provides support, guidance, and professional development. Mentorship helps retain talented women by increasing their confidence and providing pathways for growth in the organization.
Ensure Pay Equity
Companies should regularly audit compensation for interns and apprentices to guarantee women are paid equally for equal work. Clear pay policies and transparency eliminate wage gaps and show a commitment to fairness.
Create Inclusive Work Environments
Fostering a culture that values diversity and inclusion can empower women to participate fully. This may involve gender sensitivity training, inclusive language policies, and clear anti-harassment guidelines to ensure a safe and supportive workplace.
Provide Flexible Working Arrangements
Offering flexible scheduling, remote work options, and accommodations for family obligations can make internship and apprenticeship opportunities more accessible to women, especially those with caregiving responsibilities.
Set Diversity Targets and Measure Progress
Setting clear goals for hiring and advancing women interns and apprentices, and publicly reporting on progress, helps keep the company accountable. Collecting data on recruitment, retention, and advancement ensures ongoing improvement.
Solicit and Act on Feedback from Women InternsApprentices
Regularly surveying women about their experiences and acting on their feedback helps identify challenges and opportunities for improvement. This demonstrates a genuine commitment to creating equitable, user-informed programs.
Remove Barriers to Entry
Re-examining job requirements and eliminating unnecessary prerequisites—such as requiring prior internships or specific institutional affiliations—broadens access for women who might otherwise be excluded due to systemic educational or experiential disadvantages.
Partner with Women-Focused Organizations and Universities
Collaborating with women’s advocacy groups, professional networks, and women-centric student organizations can help companies reach a broader, more diverse pool of applicants and demonstrate commitment to gender equity from the outset.
What else to take into account
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