The internship is meant to be a doorway into working life for every student – not just those with the right network, the right language or the right background. Yet in Sweden we still see the same students often getting the best placements while others are referred to less rewarding tasks or left without a placement at all.
Inclusion at the internship workplace means that every student, regardless of background, disability or life situation, has access to a relevant and developing internship period. For the school it is about fair matching. For the company it is about creating a work environment where everyone can perform and develop.
Why inclusion matters during the internship#
The internship is not a neutral activity. It affects:
- the student's first contact with working life
- the network that opens doors to a first job
- references in future applications
- self-image and confidence in their professional role
When matching is driven by gut feeling and informal contacts, existing inequalities in society are often reinforced. When it is driven by clear learning objectives and structured processes, those gaps narrow.
What does the law say?#
The Swedish Discrimination Act also covers pupils, students and interns. Schools and education providers are responsible for counteracting discrimination linked to, among other things:
- gender
- gender identity or expression
- ethnicity
- religion or other belief
- disability
- sexual orientation
- age
At the workplace, the intern is also covered by the Work Environment Act. The company, even without being the employer, has a responsibility to ensure the intern is not subjected to harassment or discrimination at the workplace.
Common challenges and how to break them#
| Challenge | What it leads to | How to break it |
|---|---|---|
| Internships via informal networks | The same group gets the best placements | Structured matching via the school |
| Bias about "who fits" | Students filtered out early | Anonymised matching in the first step |
| Inaccessible workplaces | Students with disabilities are excluded | Accessibility check before placement |
| Lack of language support | Students with Swedish as a second language fall behind | Clear instructions and patience |
| Unclear procedures for harassment | Issues are not reported | Clear reporting path with the school |
Inclusion step by step – for the school#
1. Review your own process#
- Which students get attractive placements? Are there patterns?
- How is matching done? Is it documented?
- How do you communicate with companies that are unfamiliar with diversity?
2. Prepare the student before the internship#
- Explain their rights at the workplace.
- Go through expected behaviour and how conflicts can be resolved.
- Prepare conversations about possible adjustments.
3. Prepare the company#
- Send information about the intern's program and learning objectives.
- Suggest relevant adjustments (such as screen readers, quiet rooms, language support).
- Explain who they should contact with questions or issues.
4. Follow up actively#
- Call or visit early in the period, not only at the end.
- Talk to the student and the company separately.
- Act immediately on signs of harassment or exclusion.
Inclusion step by step – for the company#
1. Rethink who you are "looking for"#
Don't write descriptions requiring "perfect Swedish" or "fits in with our gang" if it isn't relevant to the role. Each such phrase filters out competence unnecessarily.
2. Prepare the team#
Before the intern arrives:
- Briefly inform the team about background and any adjustments (with the intern's consent).
- Clarify who the supervisor is and who helps with practical matters.
- Briefly discuss what good treatment means.
3. Adjust the workplace practically#
This is not about rebuilding the entire office. It is about small things that make a big difference:
- Quiet rooms for those who need a break from noise.
- Written instructions to complement verbal ones.
- Break and prayer rooms.
- Clear signage and ramps where needed.
4. Give meaningful tasks#
Inclusion is not having the intern in the room. It is making sure they get developing tasks on the same terms as everyone else. That includes harder tasks over time.
5. React immediately to problems#
Jokes, comments and exclusion are not "small things". As a supervisor it is your responsibility to call them out immediately and document if patterns recur.
What the intern can do themselves#
It is not the intern's responsibility to solve discrimination. But a few things help:
- Speak up early. Both to the supervisor and the school. Don't wait until the period is over.
- Document. Date, what happened, who was present.
- Ask for what you need. Adjustments, clearer instructions, a different supervisor if necessary.
- Use the school's contact person. You are not alone.
Frequently asked questions about inclusion during internships#
Must the company adapt the workplace for an intern with a disability?#
The company has an obligation under the Discrimination Act to make reasonable adjustments. What is reasonable is assessed case by case. The school can usually help with dialogue and assistive technology.
What do I do as a supervisor if the intern is subjected to racism by a customer?#
Call it out to the customer immediately, remove the intern from the situation, document and report to management. It is not the intern's responsibility to handle it alone.
Can a student switch placement if they are discriminated against?#
Yes. The school can and should change placement if the work environment is not safe. Contact your education provider's contact person directly.
How does the school ensure fair matching?#
Through transparent criteria, documented matching, anonymised selection in the first step and follow-up of outcomes over time – not only per student but at group level.
Is inclusion only the responsibility of large companies?#
No. Small companies can often act faster and more personally than large organisations. Inclusion does not require policy documents – it requires care and clarity.
How Prakto can help#
For schools that want to ensure fair and traceable matching, it becomes easier to document selection, adjustments and follow-up in a digital internship platform like Prakto. When matching is traceable, it also becomes easier to detect patterns and ensure all students get a good internship – not just some.
Conclusion#
Inclusion at the internship workplace is not a separate question. It is a quality question that affects the entire program and the entire working life. When the school, the company and the student agree that everyone should have the same chance at a developing internship, both the matching and the result improve.
Sources#
- The Equality Ombudsman (DO) – information on the Discrimination Act in education and working life
- Skolverket – general guidance on workplace-based learning and equal treatment
- The Swedish Work Environment Authority – work environment responsibility for interns
