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Paragon One is a team out of MIT (and Y-Combinator) that facilitates Externships, a new form of work-based learning experiences for diverse Gen Z students.
LaRae Snoddy is a key player in ensuring Paragon One externs are well equipped to complete their program. Under her guidance and expertise, student’s gain experience working with some of the world’s most recognizable brands, while acquiring industry-relevant skills, career guidance, and a professional network.
It's key for social impact leaders across the globe to align with best practices when it comes to reaching and empowering underrepresented communities. We spoke to LaRae about the importance of providing adequate support for students through the externship, and how companies can apply these valuable insights to their own initiatives.
Through our conversation with LaRae, we identified 10 Keys to Supporting Students Through CSR Learning Programs.
Read more below.
I consider myself a resident learner at Paragon One–but officially my title is Director of Student Operations.
Paragon One talks a lot about bridging the opportunity divide, and all bridges need support. That support can look very different depending on the students, the type of externship, or even company objectives. The program manager team provides support in many different ways–mainly by helping to implement ideas into actions. We engage students, while engaging numerous stakeholders within our co-host companies, including mentors, L&D, and technology and product leaders.
I have been really fortunate to directly support Externships including National Geographic & The Nature Conservancy, Meta, Pfizer, The Home Depot, Snap Inc, just to name a few. In all of these externships I’m always struck by the openness of company mentors and the real drive to impact young talent.
This isn’t window dressing! It’s true development. Companies gain just as much from the experience as students; because they get insight into the minds of the future. I’ve observed all kinds of sparks of innovation during externships.
Student’s aren’t meant to just passively absorb knowledge through the Externship–their insights, suggestions, and creativity are the center of the entire externship experience. In this way, virtual spaces are really powerful because they help to lower the barrier of participation. I love seeing students start to understand not only that their thoughts matter; but that they can drive decision making.
Imagine being 19 years old and advising Meta on how to shape a marketing strategy or develop a way to showcase how your community is impacted by ocean issues for the National Geographic Society and the Nature Conservancy!
It’s empowering! It’s impactful. I have been able to see companies realize this impact and start to understand that it can be scaled in amazing ways.
8 weeks isn’t a long time; but I say it’s just enough to teach you something–about the company and yourself. Students often tell me that they are shocked at how much they have learned and some say they have insight into career paths that they might not have considered otherwise. For instance, think about being a student studying social work and getting insight into marketing or strategy. I’ve seen an art student realize that they can use their creativity to navigate corporate spaces.
Overall, what I have observed is that remote externships allow companies, institutions, and most importantly people to break down the boxes that often become barriers–to accessing opportunity.
When my team talks about engagement, a lot of times we focus on agility. This means meeting students where they are, while also, setting expectations for development. Externships are scaffolded experiences– meaning young talent are adding this experience into their already busy lives. Most understand that the externship experience isn’t just a resume booster; it's an opportunity to build real connections.
Connection requires being present–which can be a challenge of remote work–but it is also the greatest part of the experience. Most young people understand well the power of remote engagement—they just don’t always know how to apply that understanding to professional settings. Program managers work with students throughout the experience to help them build this knowledge.
Additionally, I think a big part of engagement is helping students to understand their why from the first day of the externship while also affirming the fact that their whys don’t always have to be the same. The truth is, every student starts the externship experience for very different reasons. Whether they are in their realm of exploration, or trying to get a full internship or job–the biggest motivator for engagement will always be themselves. In this way, there is no magic pill for engagement. I think the better thing to focus on is purpose, outcomes, and connection.
Students not only gain insight into companies and knowledge about a career field– they also gain a network of like-minded and ambitious peers–all of which become the key to keeping everyone engaged. In this way externships are really unique because they don’t over index one engagement component. Paragon One understands that true access isn’t one size fits all and we infuse that insight along with strategies aimed at exploring ways to increase engagement and impact.
It never really occurred to me how collaborative remote settings can be. Yet, we get to foster and create this collaborative space that is innovative and truly focused on impact. Even though we are a relatively small team, we are also a company that is wildly diverse in perspective, location, and knowledge. The international representation of our teams means that we get to think about opportunity on a global scale. The work is challenging and constantly changing in a way that can be intimidating. However, we are mission aligned in the aim to meaningfully provide opportunities to historically underrepresented groups.
To discuss how your social impact priorities could be transformed through the externship, talk to us.
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