Khadijah Jackson

Professor William Gamble

ENG 190

Project Part One: Collection of Sources

The purpose of this research is to explore and propose strategies for restructuring compensation

and benefits policies at higher education institutions to provide adjunct professors with equitable

pay and access to health benefits similar to those of full-time faculty. Addressing the conditions,

this study aims to improve the job satisfaction and well-being of adjunct professors, contributing

to a more inclusive and supportive academic environment.

My revised research question is: How can higher education institutions restructure

compensation and benefits policies for adjunct professors to ensure equitable pay and access to

health benefits that are comparable to those of full-time faculty?

My potential answer to my research question, based on my research, is that community

college districts must provide healthcare, higher pay and job security to their adjunct professors

at the same level as full-time faculty. This is important because it ensures equity and fairness

within the academic workforce.

In my essay, I will use sources that will show bias advocating for adjunct professors. These

source highlights the challenges adjunct professors face, such as low pay, lack of job security

and no health benefits. By focusing on these aspects, it shows a one side perspective that can

persuade reader of the necessity for systemic change in how adjunct professors are treated within

academic institutions. Additionally, I will explore personal testimonies and case studies that

illuminate the struggles of adjunct faculty, emphasizing their valuable contributions to academia
despite these hardships. By comparing the conditions of adjuncts with those of full-time faculty,

I aim to uncover disparities that further underline the need for reform.

Diverse perspectives from my research will help me gain a broader understanding of my

topic. I will also include sources from an academic journal and a health news outlet to better

understand different viewpoint, including the experience of adjunct professors.

SOURCES

Jonathan Karpf. What Adjuncts Need. Mar. 2015. EBSCOhost,

research.ebsco.com/linkprocessor/plink?id=dd5768d1-9174-3fda-89c2-ded4113c4b02.

The article addresses issues such as low pay, lack of job security, limited access to benefits.

The article advocates for improvement in these areas to better support adjunct faculty. Jonathan

Karpf discusses the working conditions and challenges faced by adjunct faculty in higher

education. This source supports the research topic by directly addressing the inadequacies in

compensation and benefits for adjunct faculty, which is a core issue in the research. It provides

evidence of the disparities between adjunct and full-time faculty, highlighting the need for

reform. Jonathan Karpf's association with the California Faculty Association lends credibility to

his perspective on faculty issues. Additionally, The Chronicle of Higher Education is a well-

respected and widely read publication in the academic community, known for its reporting on

higher education trends and challenges; therefore, the source is likely to be credible. The article

is highly relevant to the research question, its directly addresses the problem of inequitable pay

and benefits, offering insights into the specific needs and challenges of adjunct faculty. The
arguments and evidence presented in the article can be used to support the need for policy

restructuring and to inform potential solutions.

Heredia Rodriguez, Carmen. "Adjunct Professors: Jobs Are Low on Pay and Health Benefits

With High COVID Risk." Kaiser Health News, 23 July 2020, khn.org/news/adjunctprofessors-

jobs-are-low-on-pay-and-health-benefits-with-high-covid-risk/. Accessed 5 Jan. 2023.

This article by Carmen Heredia Rodriguez discusses the financial and health challenges

facing adjunct professors. During the COVID-19 pandemic, adjunct professors have faced

increased risks without corresponding compensation or health benefits. The article highlights the

disparity between adjuncts and full-time faculty, emphasizing the precarious nature of adjunct

employment, including low wages and lack of job stability. This source is critical as the article is

published by Kaiser Health News, a highly regarded organization focused on health policy

journalism. They are known for producing accurate and in-depth reports on health-related issues.

The article relevant to the research question as it addressed the key issue of compensation and

benefits for adjunct professors. It’s providing evidence and real-world experiences of challenges

adjuncts professor face.

Lords, Erik. "California Law Will Expand Benefits for Part-Time Professors at 2-Year

Colleges." Chronicle of Higher Education, vol. 46, no. 9, Oct. 1999, p. A20. EBSCOhost,

research.ebsco.com/linkprocessor/plink?id=ae76314e-0edc-3928-9be9-

884e9d88e1c7.

The article by Erik Lords discusses legislative changes in California aimed at improving

compensation and benefits for part-time professors at community colleges. Specifically, it covers
a new law that mandates expanded health benefits and better pay structures for adjunct faculty,

which often aligns them more closely with the compensation packages available to full-time

professors. The Chronicle of Higher Education is a well-respected and authoritative publication

in the field of higher education. It is known for providing reliable coverage of developments

within academia. Articles are often written by experienced journalists and experts in education

policy. The presence of this article in a peer-reviewed and professionally edited journal. This

source is directly relevant to research as it provides concrete examples of policy changes aimed

at improving the working conditions of adjunct professors, which is the core focus of my

research. By discussing the legislation in California, it provides insight into practical strategies

that can be evaluated and potentially implemented in other higher education institutions.
 Project Part Two: Persuasive Essay With Research

The low pay, lack of benefits, and job insecurity faced by adjunct professors, as highlighted

in reports, reveals a systemic devaluation of educators. As Karpf argues, adjuncts are often

treated as “second-class citizens” within their departments despite having the same education

qualifications as their full-time colleagues (Karpf) In recent years, the disparity in pay and

benefits between full-time faculty and adjunct professors in higher education has become a

deeply concerning issue, impacting not only the educators but also the quality of education itself.

Jonathan Karpf highlights in his article "What Adjuncts Need" that the precarious employment

conditions of adjuncts demand immediate attention to ensure fair compensation and job security

(Karpf). Given these challenges, it is crucial to address the systemic inequities faced by adjunct

faculty. As Erik Lords points out in "California Law Will Expand Benefits for Part-Time

Professors at 2-Year Colleges," legislative changes have begun to provide much-needed

improvements in employment benefits for adjuncts (Lords). Ultimately, the solution lies in

recognizing adjunct professors as valuable components of the academic workforce who

deserving of equitable wages, comprehensive health benefits, and improved job security. This is

underscored by Carmen Heredia Rodriguez in her article 'Adjunct Professors: Jobs Are Low on

Pay, Health Benefits with High COVID Risk' (Heredia Rodriguez). My thesis argues that

universities must implement significant policy changes to enhance compensation and benefits

for adjunct professors, ensuring both educational quality and faculty well-being.

One key issue that must be addressed in context of improving the quality of higher

education is the precarious employment situation of adjunct professors. A course inequity higher
education lies in the disparity in pay and benefits between full time and adjunct faculty who

have the same qualifications. “Many adjuncts possess the same terminal degrees from the same

graduate program that produces their tenure-line colleagues, yet they are often treated as second-

class citizen within their own departments” (Karpf). Disparity is particularly evident in the

provision of health insurance. While full time faculty receive comprehensive health benefits as

part of their employment, adjunct are left to find coverage on their own, often at great personal

expense. This not only creates a financial burden for adjunct who may be paid significantly less

per course than their full-time counterparts but also undermines their ability to access necessary

medical care and maintain their own well-being. The fact that faculty with the same level of

education and experience are compensated so differently sends a clear message that adjunct are

undervalued.

The financial struggles of adjunct professors, exacerbated by lack of adequate benefits,

represent a critical challenge in higher education. This issue became even more acute during the

COVID-19 pandemic. The pandemic highlighted the precarious working conditions of adjunct

faculty, who often work in jobs characterized by "low pay, lack of health benefits, with high

COVID risk" (Heredia Rodriguez). These factors created a particularly dangerous and

unsustainable situation for adjunct. The need to work at multiple campuses to make ends meet

increased their potential exposure to the virus. During this period adjunct professor Brian

Chatfield expressed of his position “if I do get infected, what are my options? Do I cancel class?

Do I get a sub? Do I get health insurance?” (Heredia Rodriguez) Chatfield who was uninsured

and earning approximately $28,000 a year articulated the difficult choices many adjuncts faced.

The inability to afford health insurance, combined with the lack of institutional support, forced

them to confront impossible choices about their health, their livelihood and students' well-being.
The urgent need for universities to address these inequities and provide basic protections for

adjunct faculty has never been clearer.

California has taken a significant step towards addressing the systemic inequities faced by

part-time faculty, as detailed by Erik Lords (Lords). According to Lords, California lawmakers

enacted a bill that will provide expanded benefits for thousands of part-time instructors at

community colleges. This groundbreaking includes provisions to offer these instructors health

insurance, a benefit often denied to them, and it also makes funds available so that they can be

paid for holding office hours—time spent directly supporting students (Lords). This recognition

of the value of part-time faculty, not only in the classroom but also in their interactions with

students, marks a significant shift in how these educators are valued and supported. The actions

taken in California should serve as a model for other states and institutions across the nation. If

California can provide part-time faculty with access to health insurance and compensation for

office hours, then there is no justifiable reason why other states and institutions cannot do the

same. The argument that institutions cannot afford to provide such benefits is often used to

rationalize the exploitation of adjunct faculty, but California's example demonstrates that change

is possible. California offer a framework that can inform other institutions seeking to enact

similar reforms and create a more equitable system for all faculty, regardless of their

employment status. The time has come for a fundamental reevaluation of the role and value of

adjunct professors, and the implementation of policies that reflect that value.

In summary, the evidence reveals a systemic problem within higher education: the

exploitation of adjunct faculty. These educators, often possessing the same qualifications as their

full-time colleagues, face significantly lower pay, a lack of benefits, and precarious working

conditions, a reality dangerously highlighted by the COVID-19 pandemic. The financial

they can provide. However, as demonstrated by California's recent legislative actions, tangible

solutions are possible. By acknowledging the value of adjunct faculty, addressing these

inequities, and implementing reforms to ensure fair treatment and support for all educators,

institutions across the nation can uphold the integrity and excellence of higher education.
 Works Cited

Karpf, Jonathan. What Adjuncts Need. Mar.

2015. EBSCOhost, research.ebsco.com/linkprocessor/plink?id=dd5768d1-9174-3fda-

89c2ded4113c4b02.

Lords, Erik. “California Law Will Expand Benefits for Part-Time Professors at 2-Year Colleges.”

Chronicle of Higher Education, vol. 46, no. 9, Oct. 1999, p.

A20. EBSCOhost, research.ebsco.com/linkprocessor/plink?id=ae76314e-0edc-3928-

9be9884e9d88e1c7.

Heredia Rodriguez, Carmen. “Adjunct Professors: Jobs Are Low on Pay, Health Benefits with

High COVID Risk.” Daily Courier (Connellsville, PA), 24 July

2020. EBSCOhost, research.ebsco.com/linkprocessor/plink?id=32b01cc2-b7f2-362a-

b94a38f737e45048.