Brown, William Christopher. “Scholarly Journals Should Not Replicate the Systemic Inequality of Higher Education.” Forum: Issues about Part-Time and Contingent Faculty 23.2 (2020): A3-A9. Print.
In Forum: Issues about Part-Time and Contingent Faculty, published twice yearly by the Conference on College Composition and Communication, a section of the National Council of Teachers of English (NCTE), William Christopher Brown critiques the exclusion of non-tenure-track and contingent faculty from important academic positions in English programs and publications.
Pointing to ongoing concern about labor inequity in higher education and in English studies in particular, Brown cites scholarship that characterizes contingent faculty, including full-time faculty not on a tenure track, as “the new faculty majority.” He cites data showing that as of 2014, contingent labor constituted “65% of all faculty employment,” while data on English departments show that the field accounts for substantial percentages of this labor force (A3). Further, data show that the majority of first-year writing courses are taught by faculty not on a tenure track (A4).
In Brown’s view, the importance of these part-time or non-tenure-track faculty to the field warrants concern over a posting on the “Announcements and Calls for Papers” page of the NCTE journal College English in May 2018. This job posting solicited applications for the next editor of the journal English Education. The ad specifically required that applicants be either tenured or far along the tenure path with “a reasonable certainty” of success. In addition, applicants must have published “in English Education or a national journal of similar quality” (qtd. in Brown A3).
Writing as a member and 2018-2019 chair of the Modern Language Association’s Committee on Contingent Labor in the Profession (A3), Brown argues that despite the journal’s stated mission of “serv[ing]” instructors in the field, this set of requirements “prohibits a majority of faculty associated with the field from serving in a leadership position as editor” (A4).
Brown notes that appointments to editorships and other leadership positions often require that applicants have access to institutional support, such as release time, office staff, and adequate compensation, features which, he posits, the field’s leaders see as “a privilege of the tenured and tenure-track faculty” (A4). In addition, he notes numerous institutions that restrict “publishing subventions”—subsidizes for publishing costs that facilitate the production of academic monographs—to faculty with tenured, tenure-track, or emeritus rank (A4-A5). He argues that this restriction is problematic because more and more non-tenure-track positions now include a research requirement (A5).
Moreover, he contends, increasing numbers of contingent faculty are committed to and successful in academic research and publication, with many having earned PhDs (A6). He points to one writing-center-coordinator position with non-tenure-track status that pays only 80% of what a new tenure-track hire would earn, but requires research, in his view, “provid[ing] lofty goals of research without enhancing the conditions necessary for research to occur” (A6). He presents these cases as ongoing examples of inequity in the field, as more labor and expertise is demanded of contingent faculty while that expertise and ability to lead are denigrated.
Brown notes that the appearance of the English Education ad in an NCTE journal belies the claims on the NCTE website that the organization’s mission is to
strengthen or create inclusive hubs, . . . providing access for more diverse voices to create, collaborate, and lead, within and beyond the organization. (qtd. in Brown A6)
The author cites data from the Teachers Insurance and Annuity Association of Americaa (TIAA) showing that tenure-track hiring does not meet this goal, with minorities and women occupying tenure-track appointments at lower rates than their actual representation among faculty (A7). Thus, by limiting leadership positions to tenure-track faculty, Brown claims, NCTE perpetuates the lack of diversity it proposes to address.
Brown adds his voice to those of other scholars who have called for contingent faculty to raise their visibility and make themselves heard. He argues that these faculty bring important strengths to the scholarly conversation, and urges those responsible for leadership appointments to consider how their exclusion of contingent faculty increases inequity while denying valuable contributions to the field (A7-A8).