Youth Internship Program

> Becoming a YIP Employer

In the cultural secor, there is a huge gap in succession. CHRC's contribution through the YIP internship is phenomenal, and instrumental in closing the gap.
- Ilona Dougherty, mentor, The Apathy is Boring Project

There are many good reasons for becoming a YIP employer. You can develop your own organisational capacity and skills, provide a professional development opportunity for mentors within your organisation, and invest in future cultural sector workers and leaders. Internship, along with apprenticeship and mentorship, play a significant - and often preferred - role in cultural sector professional development.

Benefits to becoming a YIP employer:

  • Organisations develop from added human resources capacity. Through the program, they can undertake a new project, research a new market, develop stronger links with community . the opportunities are endless!
  • Interns often bring cutting-edge techniques and skills to the work they do, acquired from recent formal education and training, as well as a fresh perspective and can-do attitude.
  • The investment in training new staff - about the discipline, on specific tasks, and about how to work effectively within your organisation - is shared by the YIP.
  • Organisations have an opportunity to train and evaluate potential staff, and then hire the person at the end of the internship, if it works out and funds can be found to continue the relationship.

Offering an internship is not a one-way street. Mentors, and the organisations in which they work, also learn from interns. In reflecting on their experience as YIP mentors, employers commented that they:

  • Learned more about and honed their own management skills;
  • Gained insights about their working relationships with other team members in their organisation;
  • Appreciated the different perspectives and approaches that interns brought to their work in the organisation;
  • Found that their contribution to the cultural sector were valued by younger workers;
  • Felt both inspiring and inspired by the mentor-intern relationship.

And, of course, interns benefit from the internship.

  • They have an opportunity to have practical experience in the cultural sector.
  • They receive on-the-job training and mentorship during the project.
  • They develop networks with the cultural sector.
  • They increase their chance of finding work in the sector at the end of the internship.


  • Identify needs and gaps within your organisation, and then look for interns who have skills, enthusiasm and energy to contribute to the organisation.

  • Read the success stories from interns to see what interns are looking for during an internship experience.