I'm highly ambivalent about the five-day UC strike this week by custodians, bus drivers, cooks and parking attendants. On one hand, I strongly support good wages and working conditions for all workers. On the other hand, I fear that today's unions encourage an undue sense of entitlement among underperforming workers within the ranks. I strongly agree that the disparity between the top and bottom of the UC pay scale is too great, but I believe this is due to the university trying its best to compete with private universities and companies to attract the best talent to leadership positions. The growing divide between rich and poor is a by-product of American capitalism, not exploitative and self-enriching university administrators. In the end, I'm left to wonder if UC is the unfair scapegoat of the capitalism that sustains "the American dream," or whether it has a public mandate to buck the trend, even at its own peril.Okay, so that's a bit of a tangent. But the strike does relate to my job and synthetic biology in two ways:
1. In general, the university does a bad job at being transparent. I don't think there's a lot of conversation, communication, and open dialogue between UC and workers about meaningful ways in which the university and workers can work together to improve wages, fiscal conditions, workers' economic status, working conditions, etc. Distrust foments when the university does not proactively engage its own employees and the community on university policy. At the research level, that kind of distrust fueled the Novartis controversy in 1998. We saw some of the same with the BP deal last year, and I think we're bound to see it with nanoscience and synthetic biology if we don't engage the community about their concerns and communicate the our research plans.
2. For better or worse, the university is led by academics, not professional managers. University leaders get their management training as they go, in the same way that I learn science as I go on an as-needed basis. But in an age of cross-disciplinarity, perhaps both administrators and academics need structured training in each other's domains. Professional management training for the university's leading academic posts could ward off labor disputes and public relations fiascoes before they happen, and lead to a more efficient, open campus. Similarly, "science for the layperson" kinds of training would help non-technical staff better understand the research process and culture, and in turn be better able to help researchers achieve their research goals.