ULFA deserves support out of respect and fairness

By Lethbridge Herald on March 2, 2022.

Editor: 

It’s 4 a.m. and I can’t sleep. Curious about public opinion on the University of Lethbridge Faculty Association (ULFA) strike (92 per cent ‘yes’ vote), I read the comments on a number of related news articles. While there is strong solidarity amongst faculty and students, it is disheartening to read public comments suggesting faculty members are lazy, overpaid, underworked or easily replaced. This, coincident with announcements from our university decision-makers aimed at eroding public support for their own faculty. 

Given everyone is exhausted from COVID mandates, or the frequent pivots made to continue working, or the financial stress that many now face in our society, it is easy to sew division.

First, it is an honour and privilege to help students develop skills and critical thinking habits so they may be prepared to address today’s and tomorrow’s challenges. I am lucky to be in my 50s and have such a wonderful career; one where my last T4 showed a healthy gross income around $130k. I have no complaints! 

However, getting to this point in an academic career is not as simple as some arm chair commentators suggest. Everyone’s story is unique but here’s a summary of my path to hopefully balance the accusations of sloth or greed that often permeate online discussions:

My 20s were spent pursuing a Bachelors, Masters then PhD education. I worked part-time throughout to pay the bills. At 30, I had no assets of value, no savings and a heavy burden of student debt. My first lectureships were single course contracts, with greater than five hours of preparation for each hour in the class room. I accepted my first probationary academic appointment at 32, with a starting salary below many of my peers that had chosen industry or government. Now, after almost 20 years and multiple moves, I have climbed the ranks to become a full professor at the University of Lethbridge. 

As a Research Chair, teaching lecture courses represents 20 per cent of my formal duty, which is half the typical 40 per cent. We also teach independent studies and thesis courses, though these go uncredited. My primary duty is research (greater than 60 per cent of my time), which involves data collection, analysis, laboratory management, and many meetings. Most time is consumed writing proposals, in contract negotiations, reporting and general management. Tasks that are now more time-consuming since recent layoffs have reduced our administrative support. 

I have led and co-led successful proposals totaling many millions of dollars. This funding supports student and staff salaries, lab equipment, data collection and knowledge dissemination. I support two lab managers, up to around 10 graduate students and research assistants. Annually, these expenditures range between $300,000 – $500,000! The university partially relies on the overhead or matching funds that front-lines faculty secure to subsidize university operating costs. 

‘Service’ represents the last 20 per cent of my duty, which includes internal, national and international responsibilities, all of which benefit the university in enhancing function and promoting reputability. For example, in the last two years I have organised two national conferences during a global pandemic.

So, do I earn my ‘fat’ salary (as some call it)? A normal work week for professors exceeds 60 hours but can exceed 80, usually involving weekends and evenings. 

Summer is the busiest period for my lab, when we conduct data collection, proposal-writing and present at conferences. For the ‘ bean counters,’ a faculty member’s ‘net worth’ to the institution can be estimated from student contact hours and per capita tuition revenues. If we factor in research income, a faculty member can be worth many times their salary. In terms of time, effort and value-for-money, therefore, I do earn my salary. And many of my colleagues work harder than I!

So yes, I support ULFA in this action! Not because I demand a higher salary but because I believe in fairness, respect and collegiality. 

A spotlight has been shone on salary erosion in recent years, and it’s true this is a serious recruitment and retention matter given the time and funds we invest in our education and training before our careers even begin. 

However, for me and many of my colleagues, pay is not the fundamental issue, even though we are paid 10-15 per cent below market value. It is the inevitable erosion of quality in our university education and research system that results when we are expected to do more with less. T

here’s only so much anyone can do when they are exhausted, under-appreciated, demoralised and excluded from helping the university address those challenges that impact us all.

Our students, community and partners deserve motivated and inspired educators and researchers, so that we may all perform at our best and contribute to a productive citizenry. At the core, this is what we are fighting for.

Professor Chris Hopkinson, FRCGS

Department of Geography and Environment

University of Lethbridge