3. Workplace Rights on Internship
Learning Objectives
In this chapter, you will learn how to:
- take proactive steps when your internship role lacks meaningful work or development opportunities
- recognise and respond appropriately to workplace safety concerns, including physical hazards and psychosocial risks
- access appropriate interventions and support services when experiencing difficulties during your placement.
Imagine this Scenario
Ben slumps at his desk, staring at the mountainous pile of papers waiting to be photocopied. Five thousand pages need to be collated into staff handbooks, and he’s only managed three hundred so far. The photocopier hums monotonously as he feeds in page after page, his spirits sinking with each mechanical whir.
This isn’t what he imagined when he secured an internship with the Department of Foreign Affairs and Trade. His morning routine has become predictable: arrive at 8:30, collect lunch orders from thirty staff members, spend two hours at the photocopier, then escort visitors from reception to the boardroom. Between these tasks, he reorganises the departmental library and filing system, work that feels far removed from international relations and diplomacy.
One particularly challenging afternoon, while alphabetising folders in the invoice filing system, Ben considers emailing his university coordinator. Surely this isn’t what an internship is supposed to be? He’s spending more time with the photocopier than with any mentor. His hands are paper-cut and ink-stained rather than shaking those of diplomats.
But Ben’s father had always told him that every job, no matter how mundane, deserved his best effort. So despite his frustration, Ben approaches each task with diligence. He develops an efficient system for collecting lunch orders. He creates a colour-coding method for the filing system that makes document retrieval significantly faster. His reorganisation of the library introduces a logical cataloguing system that staff members begin to praise.
Then one morning, everything changes. The office is buzzing with energy: José Ramos-Horta, the President of Timor-Leste, is visiting. Ben’s supervisor, impressed by his reliable handling of everyday tasks, assigns him to the motorcade team. Suddenly, Ben finds himself travelling alongside a world leader, listening to diplomatic discussions he’s only read about in textbooks.
This opportunity opens doors. His proven reliability leads to more significant responsibilities. When Prime Minister Kevin Rudd visits the department, Ben’s organisational skills earn him a place in the preparation team. During the visit, he has the chance to meet the Prime Minister himself, a moment that would have seemed impossible during those long hours at the photocopier.
The turning point comes when Ben’s supervisor, having witnessed his dedication to even the smallest tasks, asks him to draft a ministerial brief on education aid in Vietnam. Ben applies the same meticulous attention to detail that he used in reorganising the library. His research is thorough, his analysis careful, and his recommendations well-reasoned. The brief is so well-received that it influences a change in government policy.
Looking back, Ben realises that those seemingly mundane tasks taught him crucial lessons about workplace dynamics, attention to detail, and professional persistence. His efficient handling of basic responsibilities demonstrated his reliability and work ethic are qualities that proved more valuable than any initial prestigious assignment could have been.
The photocopier, lunch orders, and filing systems had tested his character, showing his supervisors that he could be trusted with gradually increasing responsibility. Each task, no matter how small, had been an audition for bigger opportunities. His willingness to give his best effort to every assignment, regardless of its perceived importance, had opened doors he never expected to walk through.
Ben’s experience demonstrates a fundamental truth about internships: they’re as much about proving your professional character as they are about gaining specific skills. Whether you’re reorganising a filing system or drafting policy documents, your approach to the work speaks volumes about your potential. Sometimes, the path to diplomatic circles and policy influence starts at the photocopier. It’s not about where you begin, but how you handle each step of the journey.
Expectations vs Reality
During your internship, you may find yourself scrolling through social media, seeing posts from friends about their incredible placement experiences, presenting to executives, travelling internationally, or working on groundbreaking projects. These glimpses into others’ experiences can trigger feelings of disappointment or inadequacy about your own internship. It’s important to remember that social media often shows only the highlights, not the day-to-day reality that likely includes many routine tasks like your own. Everyone’s professional journey unfolds differently, and comparing your beginning to someone else’s middle chapter rarely leads to productive insights.
The reality of many internships might differ significantly from your initial expectations. Perhaps you envisioned yourself immersed in high-level strategic discussions or working directly on major projects, but instead find yourself handling administrative tasks or basic operational duties. This disconnect between expectation and reality can be disheartening and might even make you question whether you’ve made the right choice. However, these feelings are a normal part of the professional learning experience, shared by many interns across different industries and organisations.
The key to a successful internship lies not in the initial tasks you’re given, but in how you approach them and what you learn from each experience. Every assignment, no matter how mundane it might seem, offers opportunities to demonstrate your work ethic, attention to detail, and ability to handle responsibility professionally. These qualities, more than any specific technical skills, often determine which interns receive increasingly challenging and rewarding opportunities. By maintaining a positive attitude and approaching each task with dedication, you create possibilities for growth that might not be immediately apparent. Remember, today’s photocopying duty might be tomorrow’s chance to prove you’re ready for bigger challenges. Opportunities often emerge in unexpected ways from seemingly routine situations.
When embarking on your internship, you should reasonably expect your supervisor and organisation to make genuine efforts to integrate you into the core functions of their business. This integration means providing opportunities to observe, learn about, and participate in the fundamental activities that define the organisation’s purpose and success. For instance, if you’re interning at an engineering firm, you should have opportunities to engage with engineering projects, even if in a limited capacity. Similarly, a marketing intern should be exposed to marketing strategy and campaign development, rather than being confined to entirely unrelated tasks.
However, it’s important to understand when apparent misalignment between your duties and your field of study warrants contacting your internship coordinator. Consider the case of Sarah, a journalism student who secured an internship at a major newspaper. Despite her aspirations to develop her reporting skills, she found herself processing invoices in the accounts department. While basic administrative tasks can be part of any role, Sarah’s situation raised concerns because she had no exposure to the newsroom, editorial meetings, or any aspect of journalism. This complete disconnection from the core function of journalism represented a clear case where intervention from an internship coordinator was appropriate. The placement wasn’t providing the intended professional development opportunities in her field of study.
This example helps illustrate the difference between routine tasks that are part of professional life and situations that require intervention. If you’re spending the majority of your time on duties entirely unrelated to your field of study, with no clear path to more relevant experiences, it’s appropriate to seek guidance from your internship coordinator. Your coordinator can help assess the situation objectively and, if necessary, work with your workplace supervisor to ensure your internship aligns more closely with your learning objectives. Remember, the goal isn’t to avoid all administrative tasks, but rather to ensure you have meaningful opportunities to learn about and contribute to your chosen field while developing professional capabilities that will serve you in your future career.
Unwanted Interactions
Your internship should be a positive learning experience where you feel safe and respected. JCU takes your wellbeing seriously and has established clear agreements with host organisations to protect you from psychosocial hazards, that is, behaviours from others that could make you feel unsafe or uncomfortable in your workplace.
Understanding Psychosocial Safety
Your psychological and emotional wellbeing at work deserves serious attention and protection. Research indicates that workplace sexual harassment remains a persistent occupational health concern, with substantial evidence linking it to serious outcomes including long-term sickness absence, depression, and other mental health impacts. While many workplace interactions are professional, studies show that inappropriate behaviours occur with concerning frequency, particularly affecting women, young workers, and those in precarious work arrangements.
The tripartite model (Madsen & Nielsen, 2023) helps us understand three distinct but related types of inappropriate workplace behaviours:
- Gender harassment: Actions that convey insulting, hostile or degrading attitudes about someone’s gender, even without explicit sexual content.
- Unwanted sexual attention: Unwelcome verbal or physical sexual advances that are offensive and unreciprocated.
- Sexual coercion: Situations where work-related benefits are made contingent on sexual cooperation.
If you encounter any of these behaviours, it’s important to understand that:
- this is not your fault
- you have clear legal rights protecting you from such conduct
- your workplace and university have a duty of care to ensure your psychological safety
- there are multiple channels of support available to help you.
Your university’s placements team is trained to handle these situations with confidentiality and professionalism. They can help you understand your options and access appropriate support services.
💡Remember
Speaking up about inappropriate behaviour helps maintain professional standards and ensures internships remain valuable learning experiences for all students.
If you experience any of these behaviours during your internship, it’s crucial to act promptly:
- document the incident(s), including dates, times, and specific details
- contact your university’s placements team immediately to discuss your concerns
- remember that reporting these issues is not only your right but helps protect future students.
You can contact the placements team confidentially to discuss any concerns, no matter how minor they might seem. It’s better to raise concerns early rather than wait for situations to escalate.
Your placements team is trained to handle these sensitive situations professionally and can:
- listen to your concerns without judgment
- help you understand your options
- work with the host organisation to address the situation
- arrange alternative placement options if necessary
- connect you with additional support services if needed.
💡Remember
Your safety and wellbeing are the top priority. Speaking up about inappropriate behaviour helps maintain professional standards and ensures internships remain valuable learning experiences for all students.
Activity 3.1: An Uncomfortable Situation
Simone has just completed her first week as an intern in a chemical engineering laboratory. The work itself has been exciting, she’s already helped calibrate sophisticated testing equipment and participated in team discussions about upcoming research projects. However, a pattern of interactions with Brendon, the grants manager she met during orientation, has begun to make her uncomfortable.
Throughout the week, Brendon has been finding reasons to visit her workstation, often with questions that seem to extend beyond professional interest. He asks about her weekend plans, comments on her clothing choices, and frequently mentions how “refreshing” it is to have “young energy” in the lab. When she focuses on her work rather than engaging in conversation, he tends to linger, sometimes pulling up a chair to “chat about the industry.”
On Friday afternoon, while she’s carefully documenting her calibration results, Brendon approaches her workstation again. He mentions that the team usually goes for Friday drinks and asks if she’d like to join. This is the first Simone has heard about any after-work gathering, and she notices none of her immediate laboratory colleagues are around to confirm this tradition. She feels uncertain but doesn’t want to seem unfriendly during her first week, so she asks where everyone is meeting. Brendon gives her the name of a nearby bar, mentioning that it’s a quiet place where they can “get to know each other better.”
When Simone arrives at the bar later that evening, she finds only Brendon there. He explains that “everyone else cancelled” or “left early,” though she hadn’t seen any group emails or chat messages about the gathering. Brendon has already ordered her a wine, saying he “remembered she mentioned liking it”, although Simone doesn’t recall having this conversation.
Applying the tripartite model of workplace harassment:
- identify examples of gender harassment in the scenario
- analyse how unwanted sexual attention manifests in the situation
- discuss whether any elements could potentially develop into sexual coercion
- examine how these different forms of harassment might interact and escalate.
Drawing on research about power dynamics in workplace harassment:
- How do organisational hierarchies affect this situation?
- What role does Simone’s status as a new intern play?
- How might the informal nature of after-work gatherings complicate professional boundaries?
- What organisational factors might enable or discourage such behaviours?
Consider the preventive recommendations from current research:
- What workplace policies could help prevent such situations?
- How might clearer organisational communication channels help?
- What role should supervisors and HR play?
- What training might help both interns and managers understand appropriate boundaries?
Role-play exercise: Professional response strategies
Working in pairs, practice how Simone could respond to each type of harassment:
💡 Remember
The research shows that harassment often escalates gradually, making early recognition and response crucial. These skills are essential not only for your internship but throughout your professional career.
Harassment and Bullying
Research shows that workplace bullying and racial harassment remain significant challenges in Australian workplaces, with certain groups being particularly vulnerable. According to comprehensive studies by Attell et al. (2017) and McCord et al. (2018), racial minorities experience substantially more race-based mistreatment than their colleagues, with the impact being even more pronounced when traditional workplace support systems fail to provide adequate protection. While coworker support can help buffer against some negative effects of workplace bullying, this protective factor often proves less effective for racial minorities and women, highlighting the need for more robust institutional safeguards and support mechanisms.
It is essential to understand that workplace bullying and racial harassment can take many forms, from overt discrimination to more subtle microaggressions that may be difficult to identify or address. The research indicates that while overall instances of workplace mistreatment have generally decreased over time, certain types of targeted behaviour have actually increased in frequency. For those entering the Australian workplace for the first time, it is crucial to know that all workers have legal protections against bullying and racial harassment under the Fair Work Act 2009 and various anti-discrimination laws. These laws require employers to provide a safe working environment free from harassment and discrimination, and there are clear procedures for reporting and addressing such behaviour when it occurs.
If you experience bullying during your internship, remember that your university’s placement team and academic supervisors are there to support you. Unlike regular employees who might only have workplace channels available, you have additional layers of support through your educational institution. Speaking with your placement coordinator or academic supervisor is important for several reasons. First, they can help you assess whether what you’re experiencing constitutes bullying and advise you on appropriate steps to take. Second, they can act as intermediaries with the workplace if needed, using their professional relationships and experience to help resolve the situation. Third, they can help ensure that any workplace issues don’t unfairly impact your academic progress or professional development. Most importantly, they can help protect your wellbeing while ensuring you still meet your learning objectives, whether that means working with the placement site to resolve issues, arranging additional support, or, in serious cases, finding an alternative placement. Remember to document specific instances of concerning behaviour and maintain communication with your university contacts throughout the process.
Activity 3.2: Understanding and Navigating Workplace Rights
This research activity helps you understand the legal frameworks and support systems that protect workers in Australian workplaces. By working in pairs, you’ll develop a comprehensive understanding of both general workplace protections and specific protections against discrimination.
Instructions for pair work
Partner A: General workplace protections
Your focus is on understanding the broad protections available to all workers in Australia. Research these key areas:
Fair Work Act 2009:
- What are the National Employment Standards?
- What defines workplace bullying under Australian law?
- What minimum entitlements do all workers have?
- What special protections exist for interns and students on placement?
Work Health and Safety:
- What are an employer’s responsibilities for workplace safety?
- What are your rights if you feel unsafe at work?
- How do you report safety concerns?
- What protections exist for workers who report safety issues?
Partner B: Anti-discrimination protections
Your focus is on understanding specific protections against discrimination and harassment. Research these key areas:
Anti-discrimination legislation:
- What behaviours are classified as discrimination?
- What constitutes racial harassment?
- How does Australian law define workplace harassment?
- What special considerations exist for international workers?
Industry-specific protections
- What additional protections exist in your field?
- What professional codes of conduct apply?
- How do professional associations support their members?
- What industry-specific reporting mechanisms exist?
The following resources may be useful for your research:
Essential websites:
- Fair Work Commission:
- focus on the “Common Issues in the Workplace” section
- read through the “A manager behaves in a way that discriminates” and “A person is bullying another” sections.
- Australian Human Rights Commission:
- Review the “Education” and “Employer” resources
- Read the “Good Practice, Good Business” factsheets
Your university’s policies:
- Access your university’s placement handbook.
- Review student placement agreements.
- Locate contact information for placement coordinators.
Professional association website:
- Find your industry’s peak body.
- Review member protection policies.
- Identify support services available.
Use this template to collaborate using your results:
| Protection Type | Protection Details |
| Legal Framework | |
| Relevant legislation | |
| Key protections | |
| Worker rights | |
| Employer obligations | |
| Reporting Mechanisms | |
| First point of contact | |
| Escalation pathway | |
| Required documentation | |
| Timeline requirements | |
| Support Services | |
| University contacts | |
| External agencies | |
| Professional associations |
Tips for effective research
- Save direct quotes from official sources. These may be useful later.
- Note specific section numbers of relevant legislation.
- Download or bookmark key resources for future reference.
- Create a contact list of support services.
Quality check
Before moving to Activity 3.3, ensure you can answer these questions:
- What constitutes a protected action under the Fair Work Act?
- How does Australian law define workplace harassment?
- What are the first three steps in reporting workplace concerns?
- Who are your key support contacts at university and in the workplace?
Cultural consideration note
Remember that Australian workplace culture and legal protections may differ significantly from those in your home country. If you’re unsure about cultural interpretations, note your questions to discuss with your partner or tutor.
Activity 3.3: Creating Safer Workplace Scenarios
When facing workplace challenges, it’s valuable to understand how different responses might lead to different outcomes. This activity helps you explore various workplace situations and develop appropriate response strategies.
Understanding Scenario Development
Think of scenario development like creating a “Choose Your Own Adventure” story, where each choice leads to different consequences. Your scenarios should reflect realistic situations that international students might encounter in Australian workplaces, while incorporating the legal frameworks and support systems you researched in Activity 3.2.
Each scenario you create should include:
- an initial situation that could be interpreted in multiple ways
- cultural elements that might influence how different people view the situation
- at least three possible response options
- realistic outcomes for each response
- references to specific workplace rights and protections.
Example Scenario Structure
Let’s examine how to build an effective scenario:
Initial Situation:
During a team meeting, your colleague consistently interrupts you and rephrases your technical suggestions in simpler terms, despite your expertise in the area. You notice this doesn’t happen when other team members speak.
Context to Consider:
- power dynamics in the workplace
- cultural differences in communication styles
- professional hierarchy in Australian workplaces
- impact on your work performance and wellbeing.
Response Options:
- Direct Approach: schedule a private conversation with your colleague.
- Seek Support: discuss the situation with your supervisor.
- Document and Escalate: begin documenting instances and consult your university placement coordinator.
For each response, you’ll need to consider:
- immediate consequences
- long-term implications
- impact on workplace relationships
- alignment with Australian workplace culture
- professional development opportunities
- protection of your rights and wellbeing.
Your Task
Working with your partner:
- Create three different workplace scenarios that draw from your research in Part A.
- For each scenario, develop three distinct response options.
- Map out likely outcomes for each response.
- Identify relevant workplace rights and support services for each situation.
- Consider cultural factors that might influence how different people interpret the situation.
Think about scenarios involving:
- communication challenges
- professional boundaries
- work expectations
- team dynamics
- cultural misunderstandings
- professional development opportunities.
Physical Safety on Placement
Your physical safety at work is protected by Australian law. Both your host organisation and university have legal obligations to ensure you have a safe working environment. Understanding these protections helps you stay safe and know what to do if safety concerns arise.
Understanding Personal Protective Equipment (PPE)
Your host organisation must provide appropriate PPE when your work involves potential physical risks. PPE might include:
- safety glasses or goggles for laboratory work
- steel-capped boots for construction or industrial sites
- high-visibility clothing for outdoor work
- hard hats in areas with overhead hazards
- protective gloves for handling chemicals or materials
- face masks for dusty environments or when working with particles.
💡Remember
Even if you see others not wearing the required PPE, you must always follow safety protocols. Your placement supervisor should demonstrate how to properly use and maintain any required safety equipment.
Emergency Procedures and Orientation
During your first days, your host organisation should provide a safety orientation covering:
- emergency exit locations and evacuation routes
- assembly points for emergency situations
- location of fire extinguishers and first aid kits
- emergency contact numbers and procedures
- names and locations of first aid officers
- specific hazards in your work area
- reporting procedures for safety concerns.
If you haven’t received this information, politely request it from your supervisor. Understanding emergency procedures before you need them is crucial for workplace safety.
Workplace Hazards and Risk Management
Your work area should be maintained to minimise physical risks. This includes:
- clear walkways free of trip hazards
- properly maintained equipment
- adequate lighting and ventilation
- ergonomic workstation setup
- clean and organised workspaces
- proper storage of dangerous materials.
If you notice potential hazards, report them to your supervisor immediately. This isn’t complaining; it’s contributing to workplace safety.
Injury Reporting: Why Every Incident Matters
Even minor injuries must be reported to both your host organisation and the university placement team. This requirement exists for several important reasons:
- your protection
- ensures you receive appropriate medical attention if needed
- creates a record if complications develop later
- protects your rights if you need time off to recover
- prevention of future incidents
- helps identify workplace hazards
- allows organisations to improve safety measures
- protects other students and workers
- legal and insurance requirements
- maintains compliance with safety regulations
- ensures proper insurance coverage
- protects both you and the organisations involved.
For example, a seemingly minor sprained ankle might:
- develop into a more serious condition
- indicate a workplace hazard that needs addressing
- affect your ability to complete placement requirements.
If you experience any injury during your placement, follow these steps:
- immediate response
- seek first aid if needed
- inform your workplace supervisor
- remove yourself from any dangerous situation
- documentation
- record the incident details while fresh in your memory
- note the time, location, and circumstances
- list any witnesses present
- formal Reporting
- complete your host organisation’s incident report form
- contact your university placement team (within 24 hours)
- keep copies of all documentation.
💡Remember
Reporting injuries isn’t just about following rules, it’s about maintaining your wellbeing and helping create safer workplaces for everyone. Your university’s placement team is there to support you through this process while ensuring your placement requirements are appropriately managed.
Key Takeaways
In this chapter, we covered:
- how to evaluate the alignment between internship duties and educational objectives, including recognising when tasks provide valuable professional development versus when they indicate a need for intervention
- the importance of documenting and reporting workplace safety concerns through appropriate channels, whether they involve physical hazards or psychological risks
- methods for recognising and responding to different forms of workplace harassment, including gender harassment, unwanted sexual attention, and sexual coercion
- strategies for accessing and utilising multiple support channels when facing workplace challenges, including university placement coordinators, workplace supervisors, and external support services
- the legal frameworks and protections available to interns in Australian workplaces, including rights under the Fair Work Act and anti-discrimination legislation
- proper protocols for using and maintaining Personal Protective Equipment (PPE) in various workplace settings, along with the importance of following safety procedures even when others might not
- the critical importance of reporting workplace incidents and injuries, no matter how minor they might seem, to both protect individual wellbeing and contribute to broader workplace safety
- ways to navigate and understand cultural differences in Australian workplace settings while maintaining professional boundaries and protecting personal wellbeing
- the value of maintaining detailed documentation of workplace experiences, particularly when dealing with concerning behaviours or safety issues
- techniques for distinguishing between routine professional challenges and situations that require external intervention or support.
References
Attell, B. K., Kummerow Brown, K., & Treiber, L. A. (2017). Workplace bullying, perceived job stressors, and psychological distress: Gender and race differences in the stress process. Social Science Research, 65, 210–221. https://doi.org/10.1016/j.ssresearch.2017.02.001
Madsen, I. E. H., & Nielsen, B. D. (2023). Work-related sexual and gender harassment: Conceptual challenges and the need for evidence-based prevention. Scandinavian Journal of Work, Environment & Health, 49(7), 449–452. https://doi.org/10.5271/sjweh.4121
McCord, M. A., Joseph, D. L., Dhanani, L. Y., & Beus, J. M. (2018). A meta-analysis of sex and race differences in perceived workplace mistreatment. Journal of Applied Psychology, 103(2), 137–163. https://doi.org/10.1037/apl0000250
