#InternsToo

THE #METOO movement against sexual assault and harassment has empowered many people in the workplace to speak out. But there’s one group still fighting to be heard: interns—the semi-skilled students and recent graduates seeking supervised practical experience in a profession and who form the backbone of many government, nonprofit, and religious organizations.

In March, Vox caused an uproar when it released copies of a nondisclosure agreement required of all congressional interns. Notably missing was an “exception for incidents of harassment, discrimination, or abuse.” The Washington Post reported that interns who came forward about sexual harassment in California, Oregon, Nebraska, and Massachusetts all had their cases dismissed, “leaving them in legal limbo.”

The absence of legal workplace protection is only one reason interns are dissuaded from reporting harassment. A second is lack of power. Internships are generally temporary and unpaid. Interns fall in a hierarchical gray area that leaves them particularly susceptible to exploitation and harassment.

In a USA Today commentary headlined “Dear interns, we’re sorry. We should have warned you about sexual harassment,” Jill Geisler of Loyola University Chicago wrote: “We’ve learned that workplace sexual misconduct is about abuse of power. And those with the least power are the most vulnerable.”

The Bible is full of cries to protect the vulnerable. It warns against seeking power over others. Yet Anglican Bishop Peter B. Price notes that “abuse of power is one of the greatest temptations for Christian leaders”—the consequence of which is not just scandal, “but the loss of a unique corporate authority, achieved by mutual self-giving.”

Last February, Orangewood Church in Maitland, Fla., placed head pastor Jeff Jakes on leave after a former church intern reported that he harassed and emotionally abused her when she was 18 and under his supervision. In an interview with the Orlando Sentinel, she said, “I’ve never been back to a Presbyterian church, and I seriously doubt that I ever will.”

Christians can lead the way in modeling best practices in the workplace—whether secular or ecclesial. Leaders should question nondisclosure agreements, ask if interns are covered by the same personnel policies as full-time employees, and establish a no-tolerance policy on sexual harassment.

Leaders can establish, articulate, and model clear policies. In working with interns, employers should create an office culture of respect and familiarize interns with office culture and acceptable behavior, include interns in staff meetings and trainings, provide interns with roles that allow them to work with employees at all levels of the institution, give interns meaningful assignments that advance the mission, establish clear learning agreements and revisit them, check in with interns often and intentionally, and always ask how they can support the interns’ goals.

Title VII of the Civil Rights Act prohibits employers from discriminating against employees based on sex, race, national origin, and religion. While Title VII does not legally include unpaid employees, employers have the authority and ability to apply policies such as these to anyone working for them, including interns. At least seven states have granted interns “employee” status to extend them legal protections against workplace harassment.

Internships are one way we train future leaders. Young adults learn how to be ethical workers, mentors, and supervisors through the internship experience. First Peter offers direction to elders to “tend the flock of God that is in [their] charge.” Those with power should “exercise oversight, not under compulsion but willingly ... [and] not for sordid gain” (5:2).

In the era of #MeToo, an effective internship experience must include an education on how to recognize and report sexual harassment. It is not only crucial to establishing a healthy workplace but also critical to our mission as people of faith in building a compassionate and equitable world.