Although some progress has been made, many of the challenges facing higher education employees are long-standing. From the long-term career uncertainty of the ‘academic precariat’ to the prevalence of harassment and gender-based violence, policies and institutional measures remain inadequate when it comes to ensuring decent working conditions.
A new report by the UNESCO International Institute for Higher Education Research (IESALC) highlights the alarming working conditions faced by millions of higher education employees around the world.
Released as part of a series on the contribution of higher education institutions to the Sustainable Development Goals (SDGs). Higher education institutions as employers: ensuring decent working conditions It highlights a wide range of issues affecting workers’ rights and higher education institutions’ ability to attract and retain talent, limiting their contribution to SDG 8 (Decent Work and Economic Growth).
“When considering the contribution of higher education institutions to SDG 8, many consider their role in educating future business leaders, prioritizing ethical employment practices, and supporting economic growth through knowledge transfer and high-tech innovation.” The focus will be on efforts to promote Victoria Galan Mros, head of research and analysis and co-author of the report, said:
“However, despite the principle that advocacy should start at home, higher education institutions as employers have received less attention. Unfortunately, many institutions remain exemplary in this respect. They are not able to serve as role models.”
troubling discovery
The report found the following:
• Growing employment anxiety: We are seeing an increasing reliance on temporary, part-time and outsourcing contracts globally, with many workers not benefiting from the same conditions as full-time, permanent employees.
This creates long-term instability and makes the career less attractive. Additionally, a series of short-term contracts and a lack of clear career paths and selection procedures effectively limit the academic freedom of the growing number of faculty members.
• Low wages mean unequal opportunities: Young researchers and outsourced workers often endure inadequate wages. The expectation that access to many jobs in higher education will be through unpaid internships and low-paying entry-level roles means that many people cannot begin or advance their careers without outside financial support. This effectively prevents them from doing so.
• Performance pressure undermines work-life balance: Unrealistic or unclear performance expectations lead to excessive workload and strain on mental health. Prejudice against staff who have taken career breaks or taken on caring responsibilities remains widespread in selection and promotion procedures.
• Workplace harassment and abuse remains prevalent: Discrimination, harassment, and gender-based violence continue to exist and are facilitated by the lack or poor implementation of secure whistleblowing processes, timely investigations, and effective sanctions protocols.
This hostile work environment is reinforced by unequal power relations between those who have secure jobs and those who do not.
“Unstable contracts are not just an inconvenience for young researchers; The reduction in the number of jobs done fosters a culture of “promotion through perseverance.”
“Not only does this force talented people to leave academia for other fields, but it also leaves people vulnerable to harassment, abuse and violence.
“When simply not renewing a contract can result in an abrupt end to a career, victims may find themselves at the mercy of those in positions of power,” says policy analyst and co-author of this publication. said Jamie Roser Chinchilla.
why is it important
The report challenges the perception of the academic precariat as an inevitable feature of a career in higher education, the linking of hostile workplaces to strictly personal or cultural factors, and argues that relevant government policies and highlights how good institutional practice has addressed these issues.
As higher education institutions grapple with these long-standing and new challenges, there is an urgent need for systemic change to ensure fair and equitable working conditions for all employees.
Recommendations for change
This briefing challenges policymakers and institutional leaders to address these systemic issues by:
• Increase funding stability for higher education institutions to reduce reliance on unstable contracts.
• Introduce transparent regulations regarding contracts, pay structures and recruitment processes.
• Ensure fair treatment and conditions for subcontracted workers.
• Promote mental health and work-life balance through policies that do not penalize services such as childcare or career leave for staff.
The full report is available at: English and spanishprovides detailed insight into these challenges, along with examples of effective government policies and institutional practices.
It serves as a roadmap for policymakers and higher education leaders working to foster more just and supportive working environments.
Victoria Galán-Muros is Head of Research and Analysis at the UNESCO International Institute for Higher Education Research (IESALC) and one of the co-authors of the UNESCO report. Jaime Roser-Chinchilla is a policy analyst at UNESCO IESALC and co-author of this publication.
The original article was published in University World News
