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4 Mitarbeiter:innen, die bei Deutsche Welle ein Praktikum absolvieren oder absolviert haben, bewerten das Unternehmen im Durchschnitt mit 3,2 von 5 Punkten.
Nothing
Lack of support and onboarding for interns
Exclusionary team dynamics and internal cliques
Perceived lack of transparency in hiring
Gap between external values and internal reality
Limited recognition despite high expectations
Implement proper onboarding processes for interns
Ensure fair alignment between responsibilities and compensation
Improve transparency in hiring and career progression
Actively address internal group dynamics and exclusion
Strengthen HR as a neutral and supportive body
The overall culture feels fragmented and not as inclusive as it may appear externally. Informal hierarchies and internal circles strongly influence everyday dynamics, making it difficult to feel genuinely integrated.
Strong public image, but internal reality can feel quite different. There is a noticeable gap between external communication and internal practices.
The work environment can feel quite controlled, with very short breaks and a general sense of being constantly observed. This creates pressure rather than flexibility.
Opportunities do not always seem equally accessible. In some cases, progression appears influenced by internal networks rather than purely by merit.
Internship compensation is low compared to the level of responsibility expected, reinforcing the impression that these roles are used as a cost-saving measure.
The organisation promotes strong values externally, but internally these values are not always consistently reflected in day-to-day practices.
Team dynamics can be exclusionary. Informal groups and cliques are very noticeable, including during lunch breaks, which often happen within closed circles. This can create a strong sense of isolation if you are not part of the “right” group.
No strong observations, but overall dynamics suggest that hierarchy and positioning matter more than experience or contribution.
Management often feels disconnected from the reality of junior staff and interns. There is limited support, and concerns are not always taken seriously.
Interns are expected to take on significant responsibilities without adequate structure, guidance, or recognition. The lack of onboarding and constant pressure make the experience unnecessarily difficult.
There is no structured onboarding for interns. Expectations are often communicated informally, sometimes reduced to a simple email or even an sms via phone on the weekend, which makes it difficult to understand processes or perform effectively. Communication can feel top-down and lacks clarity and support.
Although diversity is promoted externally, in practice there are signs of unequal treatment. In meetings, contributions are not always equally acknowledged, and subtle gender biases can be observed. Hiring and progression do not always appear fully merit-based.
While the topics may seem interesting at first, the actual experience can be disappointing due to the environment and lack of support and unfortunately male management undermining interns and their opinion.
Nichts
Nichts
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