A lot of pixels have been spilled on the subject of the adjunct crisis in academia. For those of you who don’t know what that is, it refers to the explosive growth in the use of adjunct faculty to teach courses at colleges and universities in the United States. These faculty are hired on a course by course, semester by semester basis. They receive no benefits and don’t have a shred of job security. By some estimates an average “full-time” adjunct faculty member teaching 8 courses a year (3 each semester and 2 in the summer, perhaps?) would make less than $30,000 a year and it’s thought that adjunct faculty are now doing 70% of the teaching at higher education institutions in the US.
Much of the discussion of this issue has focused on the perceived fundamental unfairness of employing highly educated professionals in such an absurd fashion, or on the pyramid scheme-y aspects of graduate programs that chew up students and spit them into this cesspool of underemployment. In the comments sections of these pieces, there is an ever-present retort, presumably emanating from those free market-loving capitalists among us, that if adjunct faculty hate their plight so much, they should change career paths.
In response to this, I want to use a recent post at this blog to highlight a slightly less well covered aspect of the issue and the other side of that coin: when you offer shitty compensation, you might just get shitty employees.