PhDs Of Color, Don’t Accept The Initial Job Offer!

sylvanna_0Note: this blog post was originally published on our career advice column on Inside Higher Ed. Sylvanna Falcón (@profe_falcon) is an associate professor of Latin American and Latino studies at the University of California, Santa Cruz, and affiliated faculty of feminist studies and sociology. She is the author of Power Interrupted: Antiracist and Feminist Activism Inside the United Nations (U. Washington Press, 2016). She has recently discovered the wonders of yoga and meditation.

You Deserve Better

Over the past few years, I have started mentoring junior scholars, primarily women of color, about how to negotiate tenure-track job offers. This kind of mentoring came about rather organically, as I do not pitch myself as some kind of expert negotiator. But over time I became increasingly passionate about helping others secure better job offers as it started to align with my politics as a brown, Latina, middle-class, antiracist, feminist sociologist.

I became deeply troubled hearing time and time again that academics of color were advised against negotiating beyond the initial offer, to just be grateful about getting a job. Sometimes that advice is coming from other academics of color! Even though resources exist online about how to negotiate job offers, too many people, and recent Ph.D.s in particular, are getting the misguided advice to accept the initial offer, even in cases when they have competing offers from different institutions.

Increasingly, negotiating an offer is seen as a risk that could end in losing the job altogether or that we are being ungracious — or worse, ungrateful. This shift is particularly salient since the Great Recession of 2008, when the academic job market radically declined. Rather than having a plethora of tenure-track jobs to which to apply, such jobs have become scarce and intensely competitive, and many of us are simply unable or unwilling to live just anywhere in the country.

I remember a time in the early 2000s, when advanced graduate student cohorts in sociology would apply for 50 or more jobs; this job mecca was not my experience at all. I went on the academic job market four times, moving from positions as a lecturer to an assistant professor at a liberal arts college on the East Coast and then to a postdoc and an assistant professorship at a research-1 institution on the West Coast.

I would like to posit that our mind-set when negotiating academic job offers has to shift from being grateful that we have received an offer to knowing that we bring value to an academic institution — even in this new job climate. This shift in mind-set directly undermines the gratitude discourse prevalent at neoliberal universities. Why should we be grateful (and hence indebted) to labor for an institution? After all, we worked hard to earn that Ph.D. and receive that offer — facts we quickly forget when we are repeatedly told that we should be relieved to be offered an academic job at all these days. That is not to deny the very real and good fortune many of us have in landing a tenure-track job when too many Ph.D.s are unemployed, in severe debt and/or living the adjunct life. It is always sobering to hear the latest statistic about only 60 percent of Ph.D.s getting tenuretrack jobs in the social sciences and humanities, yet this new normal should not somehow circumvent our legitimate desire to enter a new job feeling happy and respected.

As academic job seekers enter into the negotiation phase for a tenure-track position, I encourage them to embrace three points.

Understand the value that you bring to the institution and your future department, even if you are a newly minted Ph.D. If you accept the job offer, you plan to work at this particular academic institution for the foreseeable future. The students and your future colleagues are going to benefit from your outlook, energy, research, recent graduate school training and knowledge. You will bring renewed enthusiasm to your teaching and research. They extended the offer to you so your future colleagues see your value. Now you should, too.

The offer is yours to accept … or not. I have yet to hear firsthand of a case where someone asked for an increase in salary and it resulted in the offer getting pulled, but there are stories. You are going to hear “no” a lot in academe (so, develop thick skin now), but in order to even get to that stage, you actually have to ask for something. If the offer is not to your liking, then you can walk away. Yes, you can actually walk away! Why should you accept an offer that has not met your standards and expectations? You have a bargaining position that you need to finesse to your advantage rather than be taken advantage of.

However, you have to be an effective and strategic negotiator, meaning that you request reasonable considerations typical of that particular institutional structure. Asking for things typical of a research-1 job offer at a liberal arts institution is not in your strategic interest. It is in your interest to consult widely — online and with multiple mentors — and to give serious thought to what you need in place to excel at that particular institution.

Do not pre-emptively sabotage yourself by not asking for anything. Ignore the advice and reaction from your mentors or other supporters to just sign the initial offer. I have helped women of color negotiate increases in salaries, research funds and course releases after people they trust told them not to ask for anything. I have literally lost count of how many people of color I have helped to negotiate better packages against the advice of their academic mentors. This help has translated to larger salaries for senior positions (by $20,000), substantial increases in research funds (by $15,000) and modest increases in salaries for assistant professors (ranging from $2,000 to $5,000).

Now, you will not get everything for which you ask; negotiations means compromises. But even I have been stunned at some of the aforementioned successes when people of color get serious about negotiations. That is not because I have some inside secret or deft negotiation skills to pass on, but because, with some close mentoring, people of color began to think concretely about what they needed to thrive. The key, I believe, is that they offered an effective explanation as to why they merited these items. Your salary has a chance to increase if you can provide a clear and compelling rationale for the increase based on the value you bring, not because you have a lot of debt. This same logic applies to your research funds, summer salaries and course releases. If you ask for it, you must be able to explain why you deserve it.

With a tight and scarce job market and the trend toward neoliberalizing universities, people of color — especially women — seem scared, literally, to ask for anything beyond the initial offer. You do not want to start a new job from a place of fear or misplaced gratitude. The content of the job offer sets you on a career trajectory. Change your mind-set about the purpose of job negotiations away from indebtedness to an institution and academe. Nurture an understanding of what you need for your well-being and to thrive professionally.