In my previous post, I explained why I think philosophy grad programs should be motivated to help their students pursue non-academic lines of work. In brief, doing so is likely to be in the interest of grad programs in an increasingly tenuous higher education environment. Even before COVID appeared, university enrollments are expected to plummet around 15% in the next five years–and when the inevitable fiscal belt-tightening happens at universities, the humanities are likely to be the first to go. For better or worse, one way to increase our departments' survival odds is to increase the amount of outside funding we get from donors–and successful people in industry are the kind of people who make those kinds of donations.
In response to my post, there was some inevitable skepticism. For example, one reader wrote:
[T]hinking that philosophy graduate programs should train their students to do things other than academic philosophy would be like thinking that a program for electricians at a technical college should train their students to be something other than electricians.
Another reader then added: "I do not think people who work in philosophy departments are really qualified to help their students with most alternative careers." However, then Amanda gave what I take to be exactly the right response:
The comments about, "philosophy professors aren't qualified to do this," drive me batty. They aren't. But the point is they can and should be. This does NOT mean philosophy professors must become experts in tech and project management. All it means is that philosophy professors should make efforts to cultivate relationships with alum in working in tech and project management. Connections couldn't be more important re employment. So philosophy professors simply keeping in touch with former students in non-academic jobs is all they need to be qualified to "prepare students for the non-academic market." Of course philosophy professors are not going to give a lecture on project management. But what they can do is invite their former students to do that lecture (i.e. former students who are currently in project management). It really puzzles me why so many people think either (1) philosophy professors are incapable of this, or, (2) philosophy professors have no obligation to put effort into the non-academic market. Philosophy professors are capable, because it is as easy as just described, i.e. staying in touch with former students.
Look at the Philosophers in Industry directory I've put together. It shows that former philosophy grad students can transition effectively into a diverse variety of careers. Philosophy programs are surely not in position to 'train their students' for all of these jobs. That's a fool's errand. Yet each and every time we have these types of conversations on the Cocoon, many readers seem to me to make the same mistake here…over and over and over again: the mistake of thinking that 'helping philosophy students find non-academic jobs' is a matter of training. The fact is, about 70% of job openings are never even publicly listed, and 85% of jobs are found through networking. This suggests that what philosophy grad programs should do is really quite simple. Let me explain.
Consider first what almost certainly tends to happen when students leave a philosophy grad program without a degree–say, because the student never finishes their dissertation. I can't recall where I came across the number, but I recall seeing somewhere that roughly 50% of PhD students never finish. How do departments treat these students upon and after they leave the program? Although it's been a while since I was in grad school, my sense is that the following tends to happen: the student leaves with little support–rather, they are simply "shown the door" and the department washes their hands of them. I've heard that something similar tends to happen with students who graduate but leave for non-academic careers. Often (or so I've heard), their professors express disappointment about the decision and send them on their way. If this is what does indeed tend to happen, then notice what isn't going on. There isn't any:
- Positive, supportive relationship with the student upon their leaving for non-academic work.
- Effort put into maintaining such a relationship with the student in the years and decades after they leave.
- Attempt to use the former-student's later-developed non-academic expertise, such as by inviting them to give talks in the department on how to transition into and succeed in the non-academic world.
- Attempt to list the person on the department's website as a successful non-academic.
- Attempt to host networking opportunities featuring former students, such as annual department events where former students in non-academic careers are invited to a department gathering (at, say, a restaurant) to catch up with professors and get to know current students.
- Etc.
Indeed, how many PhD program placement directors even have a list of former students who went into academic industry, let alone stay in touch with people on that list by phone or by inviting them to department events? Similarly, how many grad advisors (including dissertation advisors) do this with their own students? I don't have the answer, but I suspect the answer to both questions is probably: not many. If this is correct, these are all missed opportunities of the worst sort. I say, "of the worst sort", for three reasons. First, as Amanda notes, these sorts of things seem (A) fairly simple and easy to do, and (B) are likely to have the "most bang for your buck" in terms of actually helping students find non-academic work. The third problem here is equally bad: by failing to maintain good relationships with former students in industry, departments almost certainly shoot themselves in the foot in terms of gaining donations (for programs, endowed chairs, etc.). I mean, who would want to donate to a program or profession that ignominiously "showed them the door"?
Now, I actually know of a (very highly-ranked) program or two that started doing some of the above. And who knows? Maybe more programs do these things than I know of. However, judging by the many conversations we've had here and interviews of non-academic philosophers I've read, it doesn't seem like many programs do any of the above. If so, then they are missed opportunities indeed, and ones that seem easily fixed–if only programs begin to realize why they should be motivated to change.
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