In any society, education plays a pivotal role in fostering economic growth, social development and cultural enrichment. University teachers, as the torchbearers of higher education, are integral to this process. However, in Bangladesh, university teachers face discrimination in pay scales, which can have far-reaching implications for the quality of education and the overall development of the nation.

University teaching is not just a job; it is a vocation that requires dedication, expertise and commitment. Faculty members often invest considerable time and resources in their professional development and research. So, university teachers are advocating for a separate pay scale that reflects their unique professional demands and contributions. It is rightly argued that the current pay structure does not adequately compensate university teachers for their work.

The economic realities faced by university teachers in Bangladesh are challenging. With rising living costs and limited access to resources, many educators struggle to make ends meet. In Bangladesh, however, the salary structure for university educators remains significantly lower than that of many other Asian countries. This disparity not only affects the livelihoods of the teachers but also has broader implications for the educational system and research capabilities.

In Bangladesh, the salary structure for university teachers, particularly those in public institutions, is determined by the government pay scale. Entry-level lecturers typically earn between BDT 22,000 and BDT 53,060 per month (almost USD 220 to USD 482), with other benefits depending on their qualifications and years of service. Associate professors and professors earn higher salaries, but these are still little when compared to international standards. Despite yearly increments and allowances, the overall compensation remains insufficient to attract and retain top talent.

Comparatively, university teachers in other Asian countries enjoy significantly higher salaries. For instance, in India, entry-level university teachers earn between INR 57,700 and INR 1,81,400 (approximately USD 770 to USD 2,420) per month. In Malaysia, the salary for university lecturers ranges from MYR 3,000 to MYR 12,000 (approximately USD 700 to USD 2,800) per month. In more developed Asian countries like Singapore, salaries are even more competitive, with university teachers earning between SGD 4,000 to SGD 14,000 (approximately USD 2,950 to USD 10,300) per month.

The relatively low salaries of Bangladeshi university teachers have several adverse effects. Firstly, it hampers the ability to attract and retain highly qualified educators. Many talented individuals opt for positions abroad or in private sectors where the remuneration is more competitive. This significantly affects the quality of education and research output in Bangladesh.

The nature of academic work is distinct from other public sector roles. Teachers are involved in continuous professional development, research, and mentoring, which are not adequately recognised in the current pay scale. A specialised pay scale could provide incentives for research and innovation, crucial for national development. This could encourage teachers to engage in more ground-breaking research without financial worries.

Financial solvency directly influences the motivation and job satisfaction of university teachers. Financial stability allows educators to focus on their primary responsibilities—teaching and research. When teachers are adequately compensated, they are more likely to be dedicated, enthusiastic and innovative in their teaching methods. This, in turn, creates a positive learning environment for students, encouraging active participation and deeper understanding of subjects.

The global competition for academic talent is fierce. Bangladeshi universities struggle to attract and retain qualified educators, often losing them to institutions abroad that offer better compensation and research opportunities. One of the significant challenges in the Bangladeshi education sector is to retain and attract talented individuals since higher salary packages in other sectors, both domestically and internationally, often lure away potential educators. Against this backdrop, by offering higher salaries, universities can attract top-tier faculty and retain existing talent, fostering a stable and high-quality academic environment.

A well-compensated faculty is more likely to be engaged and motivated in their teaching and research. Financial security can facilitate professional development, allowing teachers to pursue advanced degrees, attend conferences and engage in research initiatives. This, in turn, enhances the overall quality of education provided to students.

The salary structure of Bangladeshi university teachers is a critical issue that requires urgent attention. Establishing a separate higher salary scale for university teachers in Bangladesh is not merely a financial adjustment; it is a strategic imperative that can yield substantial benefits for the education system as a whole.

By investing in faculty compensation, universities can enhance the quality of education, foster research and innovation, and ultimately contribute to the nation’s socio-economic development. It is time for policymakers to recognise the vital role university teachers play and take decisive action to ensure that they are adequately rewarded for their contributions.

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The writer is a Lecturer, Department

of English, Noakhali Science and

Technology University