(this post also appeared on the Duck of Minerva)
For the last few years in particular, there has been a marked increase in the number of sessional, casual, teaching-only, adjunct, fixed term, temporary job ‘opportunities’ listed and circulated in the usual IR job venues. These various titles and categories point to one reality: precarious labor is a permanent reality within academia. The trend has been quantified and well documented: in US in the last 30 years the percentage of positions held by tenured or tenure-track faculty members fell from 56.8% to 35.1%. In an excellent post in the Chronicle, Peter Conn declares “Full-time tenured and tenure-track jobs in the humanities are endangered by half a dozen trends, most of them long-term.” The trend is not new; however, as the race to the bottom with regard to casual labor hits a new low, what is missing from the discussion is (1) the ways that permanent staff reproduce/support casual labor and (2)the myths associated with the ‘opportunity’ of casual labor for PhD students and unemployed academics.
First, let’s talk about the new low. Each casual job posting seems to outline more and more unreasonable and unrealistic requirements: for example, a recent post for a year-long contract asks candidates to teach 8 courses; others ask candidates to teach a range of political science/IR topics that span nearly every sub-field; while others expect individuals to relocate for 4 months, 6 months, or only for the academic year. Universities are capitalizing on the growth of several categories of vulnerable individuals, including poor PhD students who are without scholarship or who have run out of scholarhsip funds, and academics who have been unemployed or underemployed- all desperate for experience and the prospect of a job that might lead to something permanent. Yet this exploitation narrative/depiction of the problem only goes so far. There is a need to reflect on where the accountability lies in relation to precarious labor and what can be done. This requires academics to ponder several questions, including: in what ways are secure tenure and tenure-track positions dependent on precarious/insecure/exploited labor?; what are the ethical obligations of secure staff when it comes to resisting or reacting to the casualization of academic labor?; can/how can those in secure tenure or tenure-track positions work to reverse these trends and/or support those working as precarious labor within the field? Below I list the top 4 myths associated with casual ‘opportunities’ along with the top 4 ways that permanent staff might work to acknowledge and reverse the trend.
4 (of many) Reasons Why the Casual ‘Opportunity’ is a Myth and a Trap Continue reading The Ethics of Casual Teaching Contracts: how we are all implicated in selling out academia and exploiting our students