The “bottle neck” effect within academia is a world-wide issue that has asphyxiated the career of many postdocs -and still does- undermining the whole spirit of the scientific community. Brain draining and quiet quitting are just few of the consequences we have seen as a result of professional uncertainty and toxic working environments.
New strategies aim to build attractive and more supportive workplaces so to retain qualified postdocs, but still failing at assessing the competences and to offer a smooth transition towards professional stability and long-term career paths, leaving many of them in a “professional limbo” despite their merits. I do understand and share the frustration when I see them feeling unappreciated and unheard within their departments. Certainly, resilience and adaptability are key personal and professional skills we all need to build on; but if academic leaders fail in their approach to it, this can come with a high price: the perpetuation of noxious working environments where many postdocs are losing any sense of belonging, engagement, or willing to stay. So, I strongly believe that it is our responsibility to prevent this from happening.
Next month will mark the 54th anniversary of the passing of one of the most inspiring humanitarian thinkers, Abraham Maslow. We could of course find reasons to argue about the feasibility of implementing Maslow´s model for professional growth within academia, but it is undeniable the need and benefits of aligning personal motivations, skills and career expectations when designing individual developmental plans to counteract the lack of stability that postdoctoral rotatory systems have brought. Let me explain, I cannot deny all the good that promoting knowledge exchange is bringing encouraging international collaboration and a constant flow of renewed ideas. However, this would even be more beneficial if achieved through staff exchange programmes rather than forcing postdocs to jump from one lab to another without much direction, purpose, or a home institution where to bring back the acquired knowledge.
National strategic plans are set and they were certainly needed to ensure we are all on the same boat rowing towards the same direction. However, I´ve got the feeling that something important was lost in between lines which is the individual value, qualities and need of self-actualization. Regrettably, many postdocs are still left out of the system, treated as mere labour working force, or even worse, swimming, sinking and feeding the sharks. A situation that feels unfair to many of us and certainly needs to change. It is therefore necessary that coaching, mentoring, and long-term career plans are offered to everyone.
So, here´s my question for you: how an all-in approach should look like to ensure equal opportunities for professional growth within academia?
Please leave your thoughts, views and/or experiences below. The goal is to contribute to improving working environments through constructive feedback and sharing different perspectives.
Next blog post: 1st June. Title: Building sustainable working environments and career paths: an all-in approach (part 2).