Discover and read the best of Twitter Threads about #casualisation
Most recents (4)
when it comes to engaging #STEM #academics (an essential task in order to gain max momentum to tackle problems like #casualisation), i think 1 difficulty is that #activism uses a lot of logical fallacies. this makes taking action appear irrational 1/15
#AcademicChatter #ucu
#AcademicChatter #ucu
examples:
people going on #strike = potential bandwagon fallacy
stories of injustice = anecdote, appeal to emotion
statistics = potentially cherry picked
calling out management = potential ad hominem
quoting/critiquing management = potential strawman
2/15
people going on #strike = potential bandwagon fallacy
stories of injustice = anecdote, appeal to emotion
statistics = potentially cherry picked
calling out management = potential ad hominem
quoting/critiquing management = potential strawman
2/15
identifying an issue (e.g. casualisation) and claiming it impacts other issues (e.g. mental health problems) = potential false cause, and/or hasty generalisation fallacy
making broad statements (e.g. gender pay gap is a real problem) = ambiguity fallacy
3/15
making broad statements (e.g. gender pay gap is a real problem) = ambiguity fallacy
3/15
We’re in parliament today with @ChiOnwurah launching our new report on how #casualisation creates second-class academic citizens: ucu.org.uk/article/10527/… 
UCU’s Jane Thompson now talking about the scale of #casualisation in higher education - where 67% of researchers and almost half of teaching staff are on insecure contracts: ucu.org.uk/article/10527/…
Report co-authors @NickMegoran and Olivia Mason are now talking about how casual employment models dehumanise and devalue academic staff
A long #precaritystory incoming for the last day of the #UCUStrikesBack
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"I’ve been teaching in different departments at Durham for 13 years. Twice I've had contracts F/T for 9 months, the next P/T for 9 months, despite a very similar workload."
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"I’ve been teaching in different departments at Durham for 13 years. Twice I've had contracts F/T for 9 months, the next P/T for 9 months, despite a very similar workload."
"Right now I’m on the usual 'you are not an employee, the University does not guarantee work for you, you are not entitled to sick pay' contract. I am teaching across six different modules, including tutorials, lectures and seminars, at undergraduate and postgraduate level."
"I’m supervising dissertation students. I’m covering the teaching of a permanent member of staff; I applied for that exact job a couple of years ago and wasn’t shortlisted. I give lectures and seminars on the same courses as full-time professors."
Been thinking about a conversation last night at a dear friend’s birthday party with several academics in attendance, wrt GTVO, the current ballot for #securework #equalpay #fairpayinhe+ fair #workload & #defendUSS: important messages we need to get out there before too late! /1
Fundamentally we all need to understand *any* ballot result we get on any issue affects our bargaining power in *all* other areas. I don’t think this point can’t be hammered home enough. Casualised colleagues who don’t yet qualify for #USS came out in number bc they got this /2
Pre-Trade Union Act 2016 we’d have been dancing on tables celebrating our last ballot result bc we got to about 42% turnout taken on aggregate + HUGE vote for action. The threshold provides a “fake news” cover for employers to pretend turnout <50% means no strength of feeling /3
