European Journal of Archaeology 26 (2) 2023, 226–250
This is an Open Access article, distributed under the terms of the Creative Commons Attribution licence
(https://creativecommons.org/licenses/by/4.0/), which permits unrestricted re-use, distribution, and
reproduction in any medium, provided the original work is properly cited.
A Precarious Future: Reflections from a
Survey of Early Career Researchers in
Archaeology
M B 1 , S E 2 , A M 3AXIME RAMI TEPHANIE MRA NTOINE ULLER * ,
BIANCA P 4REDA-BĂLĂNICĂ , BENJAMIN I 5 6RVINE , BOGDANA MILIĆ ,
A 7 8 9LDO MALAGÓ , KATIE MEHEUX AND MANUEL FERNÁNDEZ-GÖTZ
1Palaeogenetics Group, Institute of Organismic and Molecular Evolution (iomE),
Johannes Gutenberg University Mainz, Mainz, Germany
2Institut für Paläoanatomie, Domestikationsforschung und Geschichte der Tiermedizin,
Ludwig-Maximilians-Universität, Munich, Germany
3Institute of Archaeology, Hebrew University of Jerusalem, Israel
4Department of Cultures, University of Helsinki, Finland
5Koç University Research Center for Anatolian Civilizations, Iṡtanbul, Türkiye
6Archaeology of Social Dynamics Research Group, Milà i Fontanals Institute, Spanish
National Research Council, Barcelona, Spain
7Archäologisches Forschungszentrum und Museum für menschliche Verhaltensevolution,
Römisch-Germanisches Zentralmuseum, Neuwied, Germany
8Institute of Archaeology Library, UCL, London, UK
9School of History, Classics and Archaeology, University of Edinburgh, UK
*Corresponding author: Antoine Muller email: antoine.muller@mail.huji.ac.il
This article presents the results of a 2021 international online survey of 419 early career researchers in
archaeology. Respondents were passionate about pursuing an academic career, but pessimistic about job
and career prospects. Statistics highlight specific obstacles, especially for women, from unstable employ-
ment to inequitable practices, and a chronic lack of support. Over 180 open-ended comments reveal
worrying levels of workplace bullying and discrimination, particularly targeting women and minorities.
The impact of the COVID-19 pandemic on early career researchers is also examined. The survey’s find-
ings are analysed and contextualized within the international higher education sector. A communal
effort is necessary to create sustained change, but early career researchers remain hopeful that change can
be implemented.
Keywords: academia, early career archaeologists, precarious employment, professional practices,
gender discrimination, bullying and harassment
Copyright © The Author(s), 2022. Published by Cambridge University Press on behalf of the European Association of
Archaeologists doi:10.1017/eaa.2022.41
Manuscript received 14 March 2022,
accepted 9 September 2022, revised 13 June 2022
https://doi.org/10.1017/eaa.2022.41 Published online by Cambridge University Press
Brami et al. – A Survey of Early Career Researchers in Archaeology 227
INTRODUCTION UK historians (McDonald, 2017;
Atkinson et al., 2018). These surveys and
The Early Career Archaeologists (ECA employment statistics are often not specific
hereafter) community is a grassroots initia- to archaeology or are gathered for individ-
tive of the European Association of ual countries; the latter obscure broader
Archaeologists (EAA), designed to hear, patterns and do not reflect the trans-
share, communicate, and act as advocates national character of many academic
for issues that affect early career archaeolo- careers in archaeology.
gists. In 2021, the ECA community Challenges faced by ECRs, not only in
launched an international online survey Europe but across the globe, should be
aimed at identifying issues faced by early seen within the context of the wider issues
career researchers (ECRs hereafter) in aca- created by changes to the teaching of
demia. While the ECA community acts to archaeology in universities. In the UK, for
represent the interests of all early career example, several archaeology departments
archaeologists, this survey was limited to have faced difficulties for years, caused by
those wishing to pursue an academic a drop in student numbers at some institu-
career in research to keep it to a manage- tions, an increase in tuition fees, and the
able size, and to specifically investigate withdrawal of student loans for second
issues faced within academia. A separate degrees (Horton, 2012; Shepperson,
survey of ECAs pursuing a career in com- 2017). Planned cuts, by as much as fifty
mercial archaeology is in preparation (see per cent to the UK Higher Education
Siegmund & Scherzler, 2019 for a recent Teaching Grant to archaeology were only
survey of commercial archaeologists in saved at the last minute when the
Germany). Education Secretary intervened (Shaw,
The impetus for the formation of the 2021). In this context, the announcement
ECA community and the attendant survey of the forthcoming closure of the inter-
was the large numbers of EAA members nationally respected archaeology depart-
(especially ECRs) expressing concerns ment at the University of Sheffield
about the profession and their own uncer- (Newton, 2022), as well as similar devel-
tain place and future within it. Much opments at the University of Worcester
research has been devoted in recent years (Rehman, 2021), have caused wide
to the problems faced by ECRs in broader concern.
academia, such as recent surveys world- The EAA and the ECA wanted to hear
wide (Woolston, 2017, 2019) and in from a wide range of international early
Europe (Swider-Cios et al., 2021), or career research archaeologists, as they
among UK researchers (Wellcome, 2020), represent the future of the discipline. The
German scientists (Abbott, 2019), North goal of this pilot survey was to raise aware-
American field researchers (Clancy et al., ness of the issues that ECRs face and to
2014), and Australian scientists (Christian provide quantifiable statistical evidence of
et al., 2021). Surveys of archaeology and concerns voiced widely, albeit anecdotally,
related disciplines and studies of workplace within the community. Furthermore, the
statistics have also addressed the plight of survey will help the EAA formulate best
ECRs among North American archaeolo- practice guidelines, and it is our hope
gists (Altschul & Patterson, 2010; that, by raising awareness, further support
Hoggarth et al., 2021), Australian archae- will be made available for ECRs and
ologists (Mate & Ulm, 2021), European opportunities for reflection and change
anthropologists (Fotta et al., 2020), and created.
https://doi.org/10.1017/eaa.2022.41 Published online by Cambridge University Press
228 European Journal of Archaeology 26 (2) 2023
METHODOLOGY other identifying information were col-
lected. The survey was launched on 26
The survey was created using Google Forms January 2021 and ran until 1 October
and consisted of thirty-seven questions 2021. It was promoted mainly through
(see Supplementary Material, Table S1). social media including the ECA Twitter
These questions examined: the nature of (@ECArchaeologist) and Facebook
the ECRs’ employment; their feelings accounts, the ECA website (https://
about their past employment; future ecarchaeologists.com/) and that of the
opportunities; financial situation; support EAA (https://www.e-a-a.org/). The target
systems; and other aspects of their group was ECRs pursuing a career in aca-
working life. Questions included a mixture demia (i.e. postgraduates and post-docs),
of multiple-choice questions, ratings on a although the survey was open to all career
5-point scale, and open-ended questions stages. We generally defined early career
that allowed participants to elaborate and archaeologists as ‘professionals who have
clarify their answers. not yet held a position of responsibility or
This survey was conducted on behalf of authority within their institution, often
the EAA with prior approval from the marked by tenure’, but we accepted self-
EAA Executive Board. In adherence with identification, i.e. if you feel like an ECA,
ethics guidelines established by The then you are one.
European Commission (2013, 2021), par- Not all issues potentially affecting
ticipation in the survey was voluntary and ECRs were covered within this first
consent could be withdrawn at any time. survey, as we wished to keep it relatively
Following these guidelines, as well as short to maximize the completion rate,
those regarding data management from and to avoid personal questions that might
the European Association of Social identify respondents, as required by the
Anthropologists (2018), no personal or strict European data privacy laws. We
sensitive information was gathered or gave prominence to questions relating to
stored, including names and email/IP job and financial stability, in addition to
addresses. Any potentially identifying the ECRs’ experience of their treatment.
information (age, background, location, The primary limitation of this pilot survey
etc.) was stored securely and apart from is that many ECRs face discrimination for
the remainder of the survey responses. In reasons not adequately covered by our
the interests of anonymity, published here questions (e.g. colour, nationality, ethnic
are the collated and analysed results of the origin, religion or belief, age, sex, sexual
survey, not individual responses to any orientation, ableism, and transphobia), and
questions. Where relevant, small snippets we regret that we were unable to cover the
from individual responses are quoted, but impact of these factors in detail. Recent
in a decontextualized form that avoids any work is illuminating the way intersectional
potentially identifying details. Most ques- (see Crenshaw, 1991) systems of discrim-
tions gave an option of ‘I would prefer not ination and oppression affect archaeolo-
to say’ so that participants could only gists in academia (Sterling, 2015; Rutecki
respond to questions they felt comfortable & Blackmore, 2016; Heath-Stout, 2020a,
with. 2022). A more in-depth survey planned by
Participants could also include informa- the ECA will include questions aimed at
tion they felt was important but had not gauging how intersecting identities shape
been covered in the survey. To ensure the experiences of ECRs differently. In the
anonymity, no names, email addresses, or meantime, we attempted to include these
https://doi.org/10.1017/eaa.2022.41 Published online by Cambridge University Press
Brami et al. – A Survey of Early Career Researchers in Archaeology 229
issues by asking open-ended questions frequency of occurrence, but not context
where ECRs could share their experiences. or sentiment. As many words can be used
We decided against reproducing any of the positively or negatively, the word clouds
long answers here, even in redacted format, should only be used to gauge the topics
to avoid causing more stress to respondents most frequently raised by ECRs in the
and any legal concerns. long-form responses.
Open-ended questions were analysed
using word clouds generated from the
responses regarding bullying, gender dis- RESULTS
crimination, and suggestions for the EAA.
These word clouds were generated in The figures below are also available in the
Matlab using the Text Analytics Toolbox. Supplementary Material as greyscale images
Parts of speech were analysed, with prepo- for colourblind readers (Figures S1-S10).
sitions, pronouns, interjections, and punc- The survey had 419 respondents from forty
tuation excluded, as were words shorter countries worldwide (Figure 1), with 86.3
than two letters and longer than fifteen. per cent based in Europe (including 84
Manual exclusions were also made to respondents in Germany, 72 in the UK, 47
remove common but neutral words like in France), 6.0 per cent in the US and
‘archaeologist’, ‘person’, and ‘place’. The Canada, 4.1 per cent in Western Asia (pri-
words in the word clouds were scaled by marily Türkiye and Israel), and a few
Figure 1. Profile of the respondents.
https://doi.org/10.1017/eaa.2022.41 Published online by Cambridge University Press
230 European Journal of Archaeology 26 (2) 2023
respondents in South and Southeast Asia, support themselves, 19.8 per cent of
Oceania, Latin America, the Caribbean, respondents worked in non-archaeological
and North Africa. Two-thirds of partici- second jobs; 53.5 per cent spent time in
pants identified themselves as female (68.0 contract/commercial archaeology (Figure 3).
per cent), 30.3 per cent as male, 1.0 per Most respondents had experienced at least
cent as other, and 0.7 per cent preferred one period of unemployment, 54.7 per
not to say. The average age of the respon- cent taking no unemployment benefits,
dents was the same for males and females suggesting that personal finances were
(33 years old). At the time of the survey, being impacted; 31.5 per cent of respon-
the highest qualification of 46.3 per cent of dents considered their earnings in aca-
respondents was a PhD, while for 43.2 per demia as insufficient for basic necessities,
cent it was an MA or equivalent academic with a further 21.2 per cent not earning
qualification. The majority of respondents any salary. Financial problems appeared to
(61.1 per cent) described their position as continue during the protracted post-doc-
research, sometimes combined with teach- toral phase, with many ECRs stating that
ing and/or administration; 5.5 per cent they are not financially independent,
were mainly teaching, 2.6 per cent were including 32.8 per cent of PhD holders
engaged in administration, 2.6 per cent (Figure 4).
were support staff, others preferred not to While female and male respondents
say or listed different activities, such as con- were equally likely to have encountered
sulting, fieldwork, and editorial manage- periods of unemployment (73.7 vs 73.2
ment. A breakdown of academic/ per cent respectively), more women
professional status by level of education is reported earning no salary (23.5 vs 15.7
given in Figure 2. per cent) and periods of under-employ-
ment, i.e. working for fewer hours than
desirable or financially sustainable (68.4 vs
Long-term precarious employment and 56.7 per cent). Our survey thus suggests
its personal toll that women are being disproportionately
affected by employment instability and are
More than 71 per cent of ECRs who took more likely to accept flexible working con-
the survey wanted to stay in academia. To ditions and unpaid traineeships.
Figure 2. Academic and professional status.
https://doi.org/10.1017/eaa.2022.41 Published online by Cambridge University Press
Brami et al. – A Survey of Early Career Researchers in Archaeology 231
Figure 3. Unemployment and second jobs.
Figure 4. Financial issues.
Respondents were very pessimistic institution was unlikely to do so, many
about their chances of moving to secure described permanent positions as being
employment, with many reporting a fear extremely rare (45.0 per cent) and institu-
of failure and pressure to deliver. Only tions not recruiting internally (4.5 per
20.7 per cent described the prospect of a cent). Lack of funding was mentioned by
permanent job in archaeology as ‘likely’ or 22.9 per cent of participants; COVID-19
‘highly likely’. Even fewer (7.2 per cent) related cuts may have exacerbated this
were convinced by their own institution’s situation. Several respondents mentioned
ability to create a permanent position for not fitting into the framework of their
them in future. When asked why their institution or absence of opportunities in
https://doi.org/10.1017/eaa.2022.41 Published online by Cambridge University Press
232 European Journal of Archaeology 26 (2) 2023
their chosen field of specialization (6.14 To stay competitive, ECRs with post-
per cent). A lack of future career develop- doctoral positions (e.g. Marie Skl=odowska-
ment options was identified as a source of Curie Actions) are expected to be highly
stress by 84.2 per cent of respondents, mobile, and on average will change institu-
suggesting that higher education institu- tions every two or three years. Mobility
tions are failing to provide career options between countries and institutions can be
or ensure that ECRs participate in con- enriching and has long been a feature of the
tinuing professional development. academic career paths, but it often comes at
Judging by our respondents’ experiences, a significant personal cost. Among respon-
it is by no means guaranteed that post- dents, 118 had obtained their most recent
doctoral fellowships will lead to an academic degree from a different country than their
appointment, although extended access to country of birth, with forty-nine either
fellowships does increase the chance of returning to their country of origin or going
gaining a tenure-track position (Figure 5). to a third country after PhD graduation. As
Those advanced ECRs typically spent many post-doctoral opportunities are limited
eight or more years after obtaining their to within three to eight years of completing
doctorates in temporary positions, including a PhD, some ECRs find themselves auto-
post-doctoral fellowships usually lasting matically ejected from the academic ladder.
between one and three years without possi- Others end up competing with established
bility of extension. Scholarships or stipends candidates for European Research Council
are even more precarious than fixed-term (ERC) grants. Common comments
research and/or teaching positions, with included: ‘The lack of financial support for
holders frequently not regarded as regular researchers without [a] position is a real
employees; they thus miss out on social issue…’ and ‘I am now considered […] too
security benefits, pensions, and profes- old for many funding programmes’. In
sional advantages. Scholarships and sti- Germany, for example, there are restrictions
pends are, for instance, excluded from on how many years one can work for aca-
calculations of work experience in most demic institutions without a permanent con-
German academic institutions, leading to tract (Wissenschaftszeitvertragsgesetz, 2007).
lower long-term salary expectations for Among respondents, 61.3 per cent described
beneficiaries.
Figure 5. Occupation of PhD holders.
https://doi.org/10.1017/eaa.2022.41 Published online by Cambridge University Press
Brami et al. – A Survey of Early Career Researchers in Archaeology 233
employment competition as a cause of stress suggesting either no prior experience or no
in their career. expectations to publish. The difficulties
Our survey also confirms that, although mentioned ranged from not knowing how
the long-term effects of the COVID-19 to write an academic paper to having no
pandemic are still unknown, it has had a funding for language correction, bad
significant impact on ECRs, who have experiences with reviewers, and long turn-
had to deal with reduced funding oppor- around times from journals. Several
tunities and delayed job openings: 75.2 respondents reported being treated unfairly
per cent of respondents consider their during the peer-review process due to
career to have been negatively affected by their status as inexperienced academics.
the pandemic, whether through lost Such a perception is difficult to gauge for
opportunities, illness, unemployment, or accuracy given the common practice of
negative impact on mental health blind reviews, but it highlights distrust
(Figure 6). For 53.2 per cent of respon- of the process and indicates an area of
dents, no particular special assistance was concern, as publication plays a key role in
offered by their institution. Some, career progression. Only 18.1 per cent of
however, received assistance, with 13.6 per respondents had access to Open Access
cent reporting financial assistance, 24.1 funding for publications.
per cent having deadlines extended, and Acknowledgement and/or inclusion in
9.1 per cent receiving training (e.g. for publications of involvement in excavations,
online teaching). surveys, and laboratory work tended to be
an area of concern. In reply to the ques-
tion, ‘if you have been involved in archaeo-
Inequitable practices, lost opportunities, logical fieldwork (survey, excavation), how
and dismissed concerns has your participation been acknowl-
edged?’, 42.5 per cent answered ‘participa-
The survey’s questions relating to the tion not acknowledged’, meaning that
opportunities available to ECRs (Figure 7) their name did not appear in any record,
revealed that only 38.9 per cent of respon- including even the acknowledgement sec-
dents received funding for attending con- tions at the end of articles (Figure 7). It is
ferences, while teaching opportunities worth noting that, as part of its ‘multivo-
were available to only 35.8 per cent. For cality agenda’, the Çatalhöyük Research
unemployed ECRs, the open-ended com- Project in Türkiye, under the directorship
ments made clear that losing their aca- of Ian Hodder (1993–2018), started cred-
demic affiliation was a major concern. iting all team members in newsletters and
Multiple respondents reported losing reports, regardless of their responsibility at
access to library resources and IT facilities. the site (Çatalhöyük Research Project,
Several ECRs reported not being able to 1995–2017).
afford the fees to join professional organi- The lack of robust support mechanisms
zations such as the EAA. It is regrettable to accommodate the needs of ECRs at
that those who most need to be members many host institutions, e.g. mentors,
and attend conferences are often the least appointed peer supporters, work commit-
able to do so. tees, ombudspersons, and unions, was also
When asked if they had experienced raised. Our survey shows that ECRs are
difficulties publishing in peer-reviewed largely unaware of support and protections
journals, 34.8 per cent responded ‘yes’, and if they are available, with only 6.2 per cent
a further 30.8 per cent responded ‘N/A’, of respondents turning to work
https://doi.org/10.1017/eaa.2022.41 Published online by Cambridge University Press
234 European Journal of Archaeology 26 (2) 2023
Figure 6. Covid-19 Pandemic.
committees when a professional problem Academic Parity Movement, a non-profit
arose (Figure 8). ECRs were more likely organization created to protect human
to consult a work colleague (60.9 per rights in academic institutions, defines
cent), their supervisor (38.4 per cent), or bullying by an academic superior as ‘sus-
manager (19.3 per cent). Concerningly, tained hostile behaviour … including, but
35.1 per cent of respondents reported not limited to, ridiculing, threatening,
having no-one at their institution follow- blaming, invasion of privacy, [and] put-
ing their academic progress, with a further downs’ (Academic Parity Movement, n.d.).
13.8 per cent not sure, highlighting the Nearly half (47.0 per cent) of respondents
need for better mentoring systems both experienced bullying. In most cases, this
inside and outside institutions. came from someone in a higher position in
the academic hierarchy (Figure 10). The
work environment in archaeology (both aca-
Bullying and discrimination demic and commercial) was repeatedly
described as both ‘toxic’ and ‘very competi-
We also asked participants, if they felt tive’, with many noting a lack of support
comfortable doing so, to share their from supervisors when they encountered
experiences of bullying and discrimination problems. Verbal abuse, especially ‘shouting’
in an open answer format (Figure 9a). and being ‘talked down to’, or addressed in
We received over 180 comments. The a demeaning manner, was also repeatedly
https://doi.org/10.1017/eaa.2022.41 Published online by Cambridge University Press
Brami et al. – A Survey of Early Career Researchers in Archaeology 235
Figure 7. Recognition and opportunities.
highlighted. Several ECRs reported having or paperwork. Several women noted that
experienced abuses of power (eleven com- they felt that they were ‘taken less seriously’
ments), such as not having their work than men, ‘ignored’, had comments made
acknowledged, or people in a higher pos- about their appearance, or had experienced
ition demanding authorship of publications people assuming they were secretaries or
to which they did not contribute. junior to male colleagues because they were
To the question ‘have you ever felt women. These comments sadly echo
treated negatively within your career due to decades of experiences of women archaeol-
your gender?’, most affirmative answers ogists (Gero, 1983, 1985).
came from women (61.8 per cent of female Discrimination before, during, and after
respondents vs 11.8 per cent male) pregnancy was mentioned in eleven com-
(Figure 10). Furthermore, most of the open ments. Some women stated that they were
answers (Figure 9b) detailing gender dis- overlooked for available positions or
crimination also came from women (99 out experienced a lack of support from advi-
of 108 comments). Most often, women sors or institutions regarding opportunities
stated that they experienced sexist attitudes to advance their career as they will ‘find a
during fieldwork, being ‘treated as unskilled husband’ and/or ‘get pregnant’. While
due to being a woman’, considered ‘too pregnant, some stated they had to deal
weak for fieldwork’, and sometimes made with ‘huge pressure’, while others had a
to do activities considered less physical and difficult time taking maternity leave. Once
more ‘suitable’ such as working in the mothers, some women felt discriminated
kitchen, cleaning, laboratory work, sieving, against by being isolated and excluded
https://doi.org/10.1017/eaa.2022.41 Published online by Cambridge University Press
236 European Journal of Archaeology 26 (2) 2023
Figure 8. Support and representation.
from fieldwork, projects, positions, or problems faced by ECRs within the wider
group activities. In addition, some men- international higher education sector. Such
tioned it was their partners who benefited research confirms this bleak picture.
from support or inclusiveness, the men Although the pursuit of an academic
also having taken parental leave. A small career has always been challenging, involv-
number of men also reported experiencing ing instability, high mobility, isolation,
gender-based discrimination. and poor pay and conditions, evidence
Harassment and sexual harassment were from such research and the outcome of
reported in fourteen comments from women our survey suggest that ECRs face
and one from a man. These serious inci- increased challenges and worsening condi-
dents were exacerbated by many of these tions in the early twenty-first century.
respondents not receiving adequate support.
Lastly, several respondents disclosed bullying
and discrimination related to identity and Challenges faced by ECRs within wider
background, such as racist comments, being contexts
belittled for the way they spoke and looked,
for being disabled or queer, or for belonging The primary challenge faced by today’s
to a certain social class. Future surveys and ECRs appears to be an increasingly casua-
research will further explore how peoples’ lized and precarious job market in which a
backgrounds and identities exacerbate exist- growing number of graduates compete over
ing inequities within academia. scarce positions. This instability has led to
a raft of negative outcomes, affecting eco-
nomic stability and wellbeing, both physical
DISCUSSION and mental. ECRs often report a deterior-
ating work–life balance (Bozzon et al.,
These troubling results need to be placed 2017; Krilic ́ et al., 2018; Fotta et al., 2020);
within the context of research on the feelings of being overworked and ‘burnout’
https://doi.org/10.1017/eaa.2022.41 Published online by Cambridge University Press
Brami et al. – A Survey of Early Career Researchers in Archaeology 237
Figure 9. Word clouds generated from a selection of long-form responses.
(Hartung et al., 2017; Chapman et al., and workplace bullying, harassment, and
2019; Woolston, 2019; Abbott, 2020); assault (Clancy et al., 2014; Abbott, 2019,
imposed mobility (Balaban, 2018; Fotta 2020; Voss, 2021a, 2021b).
et al., 2020); mental health concerns Almost all ECRs face poor job security
(Levecque et al., 2017; Woolston, 2019), but its severity is often asymmetric,
https://doi.org/10.1017/eaa.2022.41 Published online by Cambridge University Press
238 European Journal of Archaeology 26 (2) 2023
Figure 10. Bullying culture in the workplace.
depending on identity and background fieldwork (Clancy et al., 2014; Almansa
(Atkinson et al., 2018). For instance, mir- Sánchez & Díaz de Liaño, 2019). The
roring the survey results, research in wider universities’ use of non-disclosure agree-
higher education indicates that women ments in sexual harassment cases involving
encounter unfavourable wage gaps, more staff and students has rightly drawn criti-
inequitable hiring practices, publishing cism (Weale & Batty, 2016).
and citation biases, discrimination due to A high rate of mobility among ECRs,
pregnancy and childrearing, and are often often involving studying and working in
constrained by gendered divisions of foreign countries, leaves many feeling
labour both inside and outside academia, isolated and uprooted, as well as affecting
as well as experience higher rates of bully- the job prospects of those with family and
ing, harassment, and assault (Bozzon other non-academic commitments
et al., 2018; Herschberg et al., 2018a; (Balaban, 2018). Researchers from the
Krilic ́ et al., 2018; Abbott, 2019; Cech & Global South face additional biases
Blair-Loy, 2019; Woolston, 2019; Fotta regarding publishing, citations, and grants
et al., 2020; Heath-Stout, 2020a, 2020b; (Brodie et al., 2021; Maas et al., 2021;
Christian et al., 2021; Maas et al., 2021; Mori, 2022). Language barriers also create
Mate & Ulm, 2021; Voss, 2021a, 2021b; inequalities due to the dominance of
Mori, 2022). Moreover, the rate of harass- English in the publishing sphere (Jain
ment and assault is particularly high et al., 2020; Nuñez & Amano, 2021;
within academic disciplines involving Khelifa et al., 2022). A comprehensive
https://doi.org/10.1017/eaa.2022.41 Published online by Cambridge University Press
Brami et al. – A Survey of Early Career Researchers in Archaeology 239
report from the UK Royal Historical increasing casualization of academia has led
Society recently found marked inequities some to identify the job insecurity of early
in hiring practices, remuneration, instances careers in academia as part of this phenom-
of stereotyping, harassment, and bullying enon (Ginn, 2014; McDonald, 2017;
based on race and ethnicity (Atkinson Bozzon et al., 2018; Herschberg et al.,
et al., 2018). 2018b; Mauri, 2019; Fotta et al., 2020).
Workplace bullying is well documented University employees on short-term con-
in all areas of academia, not just archae- tracts usually also miss out on vital oppor-
ology. A recently published article giving tunities for continuing professional
advice to victims found that, in any twelve- development, progress review, and training.
month period, 25 per cent of faculty Andalib et al. (2018: 675) label this a
members report being bullied, while 40–50 ‘labour force in waiting’, pointing out that
per cent say they have witnessed others the queue of eager post-docs hoping for a
being bullied (Gewin, 2021). long-term appointment is getting longer,
as is the average time spent in the ‘queue’.
Moreover, this disposable body of jobsee-
Causes of precarity kers introduces class-based inequities in
the hiring process, as the likelihood of
In academia generally, the last two decades acquiring a faculty post is beginning to
have witnessed a strong growth in the relate more to an ability to remain in the
number of doctoral graduates and short- queue, an ability that depends on safety
term contracts, while available faculty posi- nets, financial security, and high mobility.
tions have stagnated (Larson et al., 2014; This instability promotes unkind
Bradfield, 2016; Bozzon et al., 2017; working environments. A recent survey of
Levecque et al., 2017; McDonald, 2017; academics’ experience of research culture
Andalib et al., 2018; Herschberg et al., revealed that 78 per cent of researchers
2018b; Holzinger et al., 2018; Richardson believe high levels of competition are cre-
et al., 2019). This has led to an oversatu- ating toxic working conditions, with many
rated academic job market whose members academics voicing concerns about pres-
constitute a kind of ‘precariat’, reflecting sures to publish, high levels of stress, and
the precarious nature of their career path a culture of long working hours
and employment prospects. The precariat (Wellcome, 2020). High rates of stress are
forms a burgeoning class of workers common among early (and later) career
coerced into flexible and insecure employ- researchers (Allmer, 2018; Abbott, 2020),
ment (Standing, 2011). with stress given as one of the most
The plethora of qualified candidates common reasons for leaving academia
vying for a shrinking number of positions (Aarnikoivu et al., 2019).
creates conditions for exploitative contracts Much of this precarity is driven by gov-
and deteriorating working environments ernment policy and is enforced by the con-
(McDonald, 2017; Andalib et al., 2018; traction of public funding for the
Richardson et al., 2019). A saturated job university sector (Bozzon et al., 2017:
market is a replaceable job market. Those 336). The increasing neo-liberalization
on short-term contracts are discouraged and marketization of the higher education
from dissent or complaint by the large sector, in Europe and globally, has led
numbers of candidates competing for their to a greater prevalence of short-term
job (Giroux, 2014). While the precariat decision-making by university managers,
emerged first in other sectors, the who appear to emulate strategies from
https://doi.org/10.1017/eaa.2022.41 Published online by Cambridge University Press
240 European Journal of Archaeology 26 (2) 2023
profit-oriented corporations. As such, uni- respondents raised concerns about further
versities are increasingly regarded as busi- funding losses, less access to resources and
ness-first centres of academic excellence, workspaces, delayed data collection, loss of
with learning taking second place. This childcare arrangements, and deteriorating
systemic crisis is also reflected in the mental health, in addition to the general
development of a burgeoning bureaucratic uncertainty, illness, and loss brought by
apparatus created by stagnant faculty the pandemic (Byrom, 2020; Hoggarth
staffing (Ginn, 2014; Giroux, 2014). et al., 2021; Jackman et al., 2021). Within
Moreover, a greater reliance on often inad- archaeology, the pandemic has resulted in
equate metrics for quantifying the worth temporary closures of museums, cancella-
of researchers (e.g. impact factors, grant tion of fieldwork, and ongoing uncertainty
size, teaching evaluations, etc.) perpetuates in the higher education sector (Kieffer,
the myth of meritocracy and overlooks the 2021).
social value of research (Ginn, 2014; The pandemic is also accentuating
Hawkins et al., 2014; Bozzon et al., 2017, existent inequalities in academia (Pereira,
2018; Hartung et al., 2017; Allmer, 2018; 2021). The first few months of the pan-
Chapman et al., 2019; Richardson et al., demic saw a disproportionate drop-off in
2019). While these challenges are a cross- publication preprint frequency among
disciplinary phenomenon, the humanities women (Viglione, 2020). With remote
are particularly threatened in terms of work and remote schooling, women
funding and perceived value (Nussbaum, tended to shoulder more childrearing and
2010; Di Leo, 2020). overall care responsibilities (Staniscuaski
The increasing precarity of academic et al., 2020; Pereira, 2021). As women
work is a trajectory already followed by tend to have more teaching, marking,
many other sectors of the global economy. administration, and pastoral obligations
While it is important to acknowledge the (Stringer et al., 2018), the extra labour
relative good fortune and opportunities of involved in the switch to online teaching
the average European academic compared and supervision has also disproportionately
to many scholars working in the Global affected women academics (Viglione,
South, resisting growing employment 2020). In archaeology, recent surveys
instability involves building solidarity found the pandemic has worsened confi-
across all sectors globally. Increasing eco- dence in the future of the discipline (Mate
nomic precarity hurts everyone. The ECA & Ulm, 2021), and has significantly
community is committed to finding shared affected women, minorities, and ECRs,
solutions to resist the effects and causes of leaving these groups with a heavier work-
this precarity both within and without load, economically worse-off, and pessim-
archaeology and encouraging ECRs to istic about their future employment
have a voice in their own futures. prospects (Hoggarth et al., 2021).
COVID-19 Positivity to confront instability
Our survey and others have begun to Despite the bleak conditions experienced,
explore the initial impact of COVID-19 many ECRs remain hopeful and are
on ECRs. Although some report that the driven by love for their respective fields
normalization of working from home has (Christian et al., 2021). As in the present
helped their work–life balance, most survey, other recent surveys of ECRs
https://doi.org/10.1017/eaa.2022.41 Published online by Cambridge University Press
Brami et al. – A Survey of Early Career Researchers in Archaeology 241
found most still wish to remain in aca- solutions that ensure a level playing field
demia (Aarnikoivu et al., 2019; Woolston, and transparent practices. Our goal is for
2019). Seeking to resist the individualistic all ECRs to have the same academic
competition of the neoliberal university opportunities and feel part of a larger sci-
sector, many point to the collegiality of entific community. With this survey, we
academic life, the spirit of collaboration, the intend to highlight not just the problems
positives of flexibility, and the excitement and difficulties faced by ECRs, but also
at the pursuit of knowledge (Barcan, 2013; their positive experiences. There is much
Hawkins et al., 2014; Evans & Reid, to be thankful for as research archaeolo-
2015; Hartung et al., 2017; Richardson gists, and we hope that the ECA commu-
et al., 2019). These studies predate the nity can help make access to this research
pandemic, which worsened perceptions of sphere more equitable.
future career prospects (Hoggarth et al., The solutions listed below are not new
2021; Mate & Ulm, 2021), but our results or radical but, if implemented together,
hint at ongoing optimism and enthusiasm they will address some of the concerns
in the discipline. identified in the survey. Our suggestions
Thankfully, well-established academic were elaborated from the long-form survey
colleagues and universities are taking pro- responses and several face-to-face meet-
active steps to combat aspects of this pre- ings with ECA members since 2019.
carity. Some provide helpful tips to early They should not be taken to represent
career researchers navigating the competi- anyone’s view in particular, rather the
tive job landscape (Peters, 2014; Fisher & results of collective and collaborative con-
James, 2022), and others offer concrete sultation. These include:
policy solutions (Bradfield, 2016; Governments, universities, research insti-
McDonald, 2017; Atkinson et al., 2018; tutes, and funding agencies should imple-
Bozzon et al., 2018; Holzinger et al., ment clearer pathways to secure
2018; Fotta et al., 2020; Hoggarth et al., employment. Transitioning from post-doc
2021; Mate & Ulm, 2021; Voss, 2021a, to faculty member should be facilitated by
2021b). The ECA community is already international and/or European employment
publishing interviews with tenured archae- schemes with guaranteed tenure tracks.
ologists geared towards providing insights Higher education institutions should rec-
into the different paths leading to a less ognize ECRs as professionals, in line with
precarious academic career (Brami et al., a core principle of the European Charter
2020). for Researchers: ‘all researchers engaged in
Staying positive in the context of pre- a research career should be recognised as
carious employment, lost opportunities, professionals and be treated accordingly.
bullying, and discrimination is difficult. This should commence at the beginning of
Yet many of the respondents to this survey their careers, namely at postgraduate level,
remained passionate about their work, and should include all levels regardless of
expressing a strong desire to remain in their classification at national level’
academia, and offered proactive sugges- (European Commission, 2005: 16). Most
tions and solutions. While the ECA com- higher education institutions in Europe
munity alone is unable to address the root have signed up to this charter, making it a
causes of the job crisis in archaeology, matter of implementation.
which reflect broader trends in the Research periods, whether as a graduate
economy and a shift away from the student or as a post-doc on a contract of
humanities, we are committed to finding any length, should be counted as work
https://doi.org/10.1017/eaa.2022.41 Published online by Cambridge University Press
242 European Journal of Archaeology 26 (2) 2023
experience regardless of professional status overnight or by themselves; they are created
and integrated in calculations of salary by individuals and their actions, and can be
level and seniority. challenged and broken down, as well as
As professionals, ECRs should have rebuilt by the action of individuals.
representatives in work committees, unions, Project directors should sign a memo-
and decision-making bodies. Thankfully, randum of understanding with ECRs in
this is already the case in some higher edu- advance of their involvement in fieldwork
cation institutions, but not all. and laboratory work, ensuring that access
Universities and research institutes to data and acknowledgements of work are
should educate ECRs about their work- clearly laid out from the beginning and
place rights and what they can expect available to everyone, following fair and
from their employment. They should be transparent practices.
given clear information on support net- Teaching opportunities should be made
works, union presence, the university’s available to all ECRs.
vision and mission statements, its legal Publishers and granting agencies should
employment obligations, and any local encourage greater involvement of ECRs in
agreements regarding discrimination and the peer-review process. There should be
equality, as well as health and safety and no article processing charges for ECRs
wellbeing in a transparent and accessible without Open Access funding.
manner. Education about basic employ- Support and mentoring opportunities
ment and equalities law, as well as should be encouraged. The ECA commu-
arrangements specific to individual univer- nity has already launched its own mentor-
sities, is empowering; it also means that it ing scheme (https://ecarchaeologists.com/
is harder to isolate and intimidate ECRs, mentoring/), but we would encourage
individually and collectively. international organizations such as the
Universities and research institutes EAA to set up complementary schemes to
should give ECRs the same structured build stronger intergenerational solidarity
workplace and development pathways as networks.
permanent employees, including a formal Archaeological associations should
induction, regular progress reviews, and waive or significantly reduce conference
conversations about ways to enhance their and association membership fees, espe-
career prospects. ECRs should be entitled cially for unemployed archaeologists, those
to continuing professional development not reimbursed by their institutions, and
and training opportunities that allow them those from lower income countries.
to develop key skills to further their career
prospects and enhance their employability.
Universities and research institutes should CONCLUSION
make clear from the beginning of employ-
ment the means and processes of reporting While this pilot survey has highlighted the
bullying and harassment in the workplace. precarious future for ECRs, given the
An independent body should be established choice, more than 71 per cent of ECRs
to monitor these issues and make recom- who took the survey reported wanting to
mendations to improve the protection of remain in academia. This, despite the
ECRs at an international or European level. unfavourable long-term and stable career
Academics at all levels should encourage opportunities, highlights their passion and
a culture of openness, support, and trans- dedication to the field. This should be
parency. Toxic workplaces do not develop encouraged by research institutions, higher
https://doi.org/10.1017/eaa.2022.41 Published online by Cambridge University Press
Brami et al. – A Survey of Early Career Researchers in Archaeology 243
education facilities, and funding agencies. REFERENCES
Archaeology, and academia in general,
would greatly benefit from giving the Aarnikoivu, M., Nokkala, T., Siekkinen, T.,
majority the choice to stay, not taking it Kuoppala, K. & Pekkola, E. 2019.
away from them. Working Outside Academia? Perceptionsof Early-Career, Fixed-Term Researchers
on Changing Careers. European Journal of
Higher Education, 9: 172–89. https://doi.
ACKNOWLEDGEMENTS org/10.1080/21568235.2018.1548941
Abbott, A. 2019. Germany’s Prestigious Max
Planck Society Conducts Huge Bullying
The first four authors contributed equally Survey. Nature, 571: 14–15. https://doi.
as co-lead authors. We are grateful to the org/10.1038/d41586-019-02052-2
EAA President and to the Executive Abbott, A. 2020. Stress, Anxiety, Harassment:
Board for their support in establishing the Huge Survey Reveals Pressures of
Early Career Archaeologists (ECA) com- Scientists’ Working Lives. Nature, 577:
munity. We also sincerely thank Catherine 460–61. https://doi.org/10.1038/d41586-020-00101-9
Frieman, Madeleine Hummler, and the Academic Parity Movement n.d. About the
two anonymous reviewers whose feedback Parity Movement [online] [accessed 23
greatly improved the manuscript. Our January 2022]. Available at: <https://pari-
thanks go to Sarah McBride, who helped tymovement.org/about/>.
to set up the survey, and to Laura Allmer, T. 2018. Precarious, Always-On andFlexible: A Case Study of Academics as
Coltofean-Arizancu, Michael D’Aprix, Jan Information Workers. European Journal of
Kolár,̌ and Jesper de Raad for helpful dis- Communication, 33: 381–95. https://doi.
cussions. This research would not have org/10.1177/0267323118783794
been possible without the participation Almansa Sánchez, J. & Díaz de Liaño, G.
of all respondents. We thank them for 2019. Sufriendo para ser arqueólogos.
Sobre salud y práctica arqueologica.
their time and wish them luck with their ArkeoGazte, 9: 159–74.
careers. The ECA community can be con- Altschul, J.H. & Patterson, T.C. 2010. Trends
tacted via email: ecataskforce@outlook.com. in Employment and Training in American
M.B. was supported at the time of writing Archaeology. In: W. Ashmore, D.T.
by the Deutsche Forschungsgemeinschaft, Lippert & B.J. Mills, eds. Voices in American
Archaeology. Washington DC: Society for
Temporary Position for Principal Investigator American Archaeology Press, pp. 291–316.
[n° 466680522]. B.P.-B. was supported by Andalib, M.A., Ghaffarzadegan, N. & Larson,
the ERC Advanced project 788616: The R.C. 2018. The Postdoc Queue: A
Yamnaya Impact on Prehistoric Europe Labour Force in Waiting. Systems Research
(YMPACT). B.I. was supported at the time and Behavioral Science, 35: 675–86. https://
of writing by a DAI-ANAMED post-doc- doi.org/10.1002/sres.2510Atkinson, H., Bardgett, S., Budd, A., Finn,
toral fellowship. B.M. was supported by the M., Kissane, C., Qureshi, S., et al. 2018.
grants of Türkiye Scholarships and Austrian Race, Ethnicity & Equality in UK History:
Science Fund. A Report and Resource for Change. London:
The Royal Historical Society.
Balaban, C. 2018. Mobility as Homelessness:
The Uprooted Lives of Early Career
Researchers. Learning and Teaching, 11:
SUPPLEMENTARY MATERIAL 30–50. https://doi.org/10.3167/latiss.2018.
110203
To view supplementary material for this Barcan, R. 2013. Academic Life and Labour in
article, please visit https://doi.org/10.1017/ the New University: Hope and Other
eaa.2022.41. Choices. Farnham: Ashgate.
https://doi.org/10.1017/eaa.2022.41 Published online by Cambridge University Press
244 European Journal of Archaeology 26 (2) 2023
Bozzon, R., Murgia, A., Poggio, B. & Rapetti, Survey of Early-Career Researchers in
R. 2017. Work–Life Interferences in the Australia. eLife, 10: e60613. https://doi.
Early Stages of Academic Careers: The Case org/10.7554/eLife.60613
of Precarious Researchers in Italy. European Clancy, K.B.H., Nelson, R.G., Rutherford, J.
Educational Research Journal, 16: 332–51. N. & Hinde, K. 2014. Survey of
https://doi.org/10.1177/1474904116669364 Academic Field Experiences (SAFE):
Bozzon, R., Murgia, A. & Poggio, B. 2018. Trainees Report Harassment and Assault.
Gender and Precarious Careers in Academia PLoS ONE, 9: e102172. https://doi.org/
and Research: Macro, Meso and Micro 10.1371/journal.pone.0102172
Perspectives. In: A. Murgia & B. Poggio, Crenshaw, K. 1991. Mapping the Margins:
eds. Gender and Precarious Research Careers: Intersectionality, Identity Politics, and
A Comparative Analysis. London & Violence against Women of Color.
New York: Routledge, pp. 15–49. Stanford Law Review, 43: 1241–99. http://
Bradfield, J. 2016. The State of Archaeology dx.doi.org/10.2307/1229039
in 2016: Prospects of Employment in a Di Leo, J.R. 2020. Catastrophe and Higher
Saturated Market. South African Education: Neoliberalism, Theory, and the
Archaeological Bulletin, 71: 181–86. https:// Future of the Humanities. London:
www.jstor.org/stable/26420650 Palgrave Macmillan.
Brami, M., Emra, S., Kolár,̌ J., Malagó, A., European Association of Social
Milic,́ B., Muller, A., et al. 2020. Anthropologists 2018. EASA’s Statement
Interviews of Recently-Tenured Academics on Data Governance in Ethnographic
in Northern Europe: Comments on Career Projects. [Accessed 1 September 2022].
Paths in Academic Archaeology and Some Available at: <https://www.easaonline.org/
Advice for Young Scholars. The European downloads/support/EASA%20statement%
Archaeologist, 65: 18–28. 20on%20data%20governance.pdf>
Brodie, S., Frainer, A., Pennino, M.G., Jiang, European Commission 2005. The European
S., Kaikkonen, L., Lopez, J., et al. 2021. Charter for Researchers: The Code of Conduct
Equity in Science: Advocating for a for the Recruitment (EUR 21620). Available
Triple-Blind Review System. Trends in [online] [accessed 19 January 2022].
Ecology & Evolution, 36: 957–59. https:// Available at: <https://euraxess.ec.europa.eu/
doi.org/10.1016/j.tree.2021.07.011 sites/default/files/am509774cee_en_e4.pdf>.
Byrom, N. 2020. The Challenges of Luxembourg: Office for Official
Lockdown for Early-Career Researchers. Publications of the European Communities.
eLife, 9: e59634. https://doi.org/10.7554/ European Commission 2013. Ethics for
eLife.59634 Researchers. [Accessed 9 January 2021].
Çatalhöyük Research Project, 1995–2017. Available at: <https://ec.europa.eu/research/
Çatalhöyük Newsletter [online] [accessed participants/data/ref/fp7/89888/ethics-for-
15 January 2022]. Available at: <http:// researchers_en.pdf>
www.catalhoyuk.com/project/newsletter> European Commission 2021. Ethics and Data
Cech, E.A. & Blair-Loy, M. 2019. The Protection. [Accessed 19 January 2022].
Changing Career Trajectories of New Available at: <https://ec.europa.eu/info/
Parents in STEM. Proceedings of the funding-tenders/opportunities/docs/2021-
National Academy of Sciences, 116: 4182–87. 2027/horizon/guidance/ethics-and-data-
https://doi.org/10.1073/pnas.1810862116 protection_he_en.pdf>
Chapman, C.A., Bicca-Marques, J.C., Evans, B. & Reid, J. 2015. Exhausted by
Calvignac-Spencer, S., Fan, P., Fashing, P. Resilience: Response to the Commentaries.
J., Gogarten, J., et al. 2019. Games Resilience, 3: 154–59. https://doi.org/10.
Academics Play and Their Consequences: 1080/21693293.2015.1022991
How Authorship, H-index and Journal Fisher, J.J. & James, J.L. 2022. Know the
Impact Factors are Shaping the Future of Game: Insights to Help Early Career
Academia. Proceedings of the Royal Society B Researchers Successfully Navigate Academia.
286: 20192047. https://doi.org/10.1098/ Placenta, 125: 78–83. https://doi.org/10.
rspb.2019.2047 1016/j.placenta.2021.10.013
Christian, K., Johnstone, C., Larkins, J.-A., Fotta, M., Ivancheva, M. & Pernes, R. 2020.
Wright, W. & Doran, M.R. 2021. A The Anthropological Career in Europe: A
https://doi.org/10.1017/eaa.2022.41 Published online by Cambridge University Press
Brami et al. – A Survey of Early Career Researchers in Archaeology 245
Complete Report on the EASA Membership Herschberg, C., Benschop, Y. & van den
Survey. London: European Association of Brink, M. 2018a. The Peril of Potential:
Social Anthropologists. Gender Practices in the Recruitment and
Gero, J.M. 1983. Gender Bias in Archaeology: Selection of Early Career Researchers. In:
A Cross-cultural Perspective. In: J.M. A. Murgia & B. Poggio, eds. Gender and
Gero, D.M. Lacy & M.L. Blakey, eds. Precarious Research Careers: A Comparative
The Socio-Politics of Archaeology. Amherst: Analysis. London & New York:
University of Massachusetts, pp. 51–57. Routledge, pp. 111–42.
Gero, J.M. 1985. Socio-Politics and the Herschberg, C., Benschop, Y. & van den
Woman-at-Home Ideology. American Brink, M. 2018b. Precarious Postdocs: A
Antiquity, 50: 342–50. https://doi.org/10. Comparative Study on Recruitment and
2307/280492 Selection of Early-Career Researchers.
Gewin, J. 2021. How to Blow the Whistle on an Scandinavian Journal of Management, 34:
Academic Bully. Nature, 593: 299–301. 303–10. https://doi.org/10.1016/j.scaman.
https://doi.org/10.1038/d41586-021-01252-z 2018.10.001
Ginn, F. 2014. ‘Being Like a Researcher’: Hoggarth, J.A., Batty, S., Bondura, V.,
Supervising Masters Dissertations in a Creamer, E., Ebert, C.E., Green-Mink,
Neoliberalizing University. Journal of K., et al. 2021. Impacts of the COVID-19
Geography in Higher Education, 38: 106– Pandemic on Women and Early Career
18. https://doi.org/10.1080/03098265. Archaeologists. Heritage, 4: 1681–702.
2013.836746 https://doi.org/10.3390/heritage4030093
Giroux, H.A. 2014. Public Intellectuals Against Holzinger, F., Schiffbänker, H., Reidl, S.,
the Neoliberal University. In: N.K. Denzin Hafellner, S. & Streicher, J. 2018.
& M.D. Giardina, eds. Qualitative Inquiry Implementing Measures to Promote Gender
Outside the Academy. Walnut Creek: Left Equality and Career Opportunities of Early
Coast Press, pp. 35–60. Career Researchers. In: A. Murgia & B.
Hartung, C., Barnes, N., Welch, R., O’Flynn, Poggio, eds. Gender and Precarious Research
G., Uptin, J. & McMahon, J. 2017. Careers: A Comparative Analysis. London &
Beyond the Academic Precariat: A New York: Routledge, pp. 209–35.
Collective Biography of Poetic Subjectivities Horton, M. 2012. An Oncoming
in the Neoliberal University. Sport, Archaeological Crisis in Universities.
Education and Society, 22: 40–57. https://doi. Current Archaeology, 268: 4819.
org/10.1080/13573322.2016.1202227 Jackman, P.C., Sanderson, R., Haughey, T.J.,
Hawkins, R., Manzi, M. & Ojeda, D. 2014. Brett, C.E., White, N., Zile, A., et al.
Lives in the Making: Power, Academia and 2021. The Impact of the First COVID-19
the Everyday. ACME: An International Lockdown in the UK for Doctoral and
Journal for Critical Geographies, 13: 328–51. Early Career Researchers. Higher
https://acme-journal.org/index.php/acme/ Education, 14 December 2021. https://doi.
article/view/1010 org/10.1007/s10734-021-00795-4
Heath-Stout, L.E. 2020a. Who Writes About Jain, V.K., Iyengar, K.P. & Vaishya, R. 2020.
Archaeology? An Intersectional Study of Is the English Language a Barrier to the
Authorship in Archaeological Journals. Non-English-Speaking Authors in
American Antiquity, 85: 407–26. https:// Academic Publishing? Postgraduate Medical
doi.org/10.1017/aaq.2020.28 Journal, 98: 234–35. http://dx.doi.org/10.
Heath-Stout, L.E. 2020b. Guest Editorial 1136/postgradmedj-2020-139243
Introduction: Gender, Equity, and the Khelifa, R., Amano, T. & Nuñez, M.A. 2022.
Peer Review Process at the Journal of Field A Solution for Breaking the Language
Archaeology. Journal of Field Archaeology, Barrier. Trends in Ecology & Evolution, 37:
45: 135–39. https://doi.org/10.1080/ 109–12. https://doi.org/10.1016/j.tree.2021.
00934690.2020.1719295 11.003.
Heath-Stout, L.E. 2022. The Invisibly Disabled Kieffer, C.L. 2021. The State of United States
Archaeologist. International Journal of Museums Due to Covid-19: Individual
Historical Archaeology. https://doi.org/10. Perceptions of Institutional Fiscal Security
1007/s10761-022-00653-8 and Personal Safety. The Museum Review,
https://doi.org/10.1017/eaa.2022.41 Published online by Cambridge University Press
246 European Journal of Archaeology 26 (2) 2023
6. https://themuseumreviewjournal.word- Nuñez, M.A. & Amano, T. 2021. Monolingual
press.com/2021/03/09/tmr_vol6no1_kieffer/ Searches Can Limit and Bias Results in
Krilic,́ S.C., Istenic,̌ M.Č. & Hocěvar, D.K. Global Literature Reviews. Nature Ecology
2018. Work–Life Balance Among Early and Evolution, 5: 264. https://doi.org/10.
Career Researchers in Six European 1038/s41559-020-01369-w
Countries. In: A. Murgia & B. Poggio, Nussbaum, M. 2010. Not for Profit: Why
eds. Gender and Precarious Research Careers: Democracy Needs the Humanities. Princeton
A Comparative Analysis. London & (NJ): Princeton University Press.
New York: Routledge, pp. 145–77. Pereira, M. M. 2021. Researching Gender
Larson, R.C., Ghaffarzadegan, N. & Xue, Y. Inequalities in Academic Labor During
2014. Too Many PhD Graduates or Too the COVID-19 Pandemic: Avoiding
Few Academic Job Openings: The Basic Common Problems and Asking Different
Reproductive Number R0 in Academia. Questions. Gender, Work & Organization,
Systems Research and Behavioral Science, 31: 28: 498–509. https://doi.org/10.1111/
745–50. https://doi.org/10.1002/sres.2210 gwao.12618
Levecque, K., Anseel, F., De Beuckelaer, A., Peters, S. 2014. How to Become a Successful
Van der Heyden, J. & Gisle, L. 2017. Researcher: Tips for Early Career
Work Organization and Mental Health Researchers, Scandinavian Journal of Work,
Problems in PhD Students. Research Environment & Health, 40: 432–34.
Policy, 46: 868–79. https://doi.org/10. https://doi.org/10.5271/sjweh.3425
1016/j.respol.2017.02.008 Rehman, S. 2021. Five Workers Face
Maas, B., Pakeman, R.J., Godet, L., Smith, Redundancy as University of Worcester
L., Devictor V. & Primack, R. 2021. Scraps Archaeology. Worcester News, 18
Women and Global South Strikingly August 2021 [online] [accessed 12 June
Underrepresented Among Top-Publishing 2022]. Available at: <https://www.worces-
Ecologists. Conservation Letters, 14: ternews.co.uk/news/19522406.five-workers-
e12797. https://doi.org/10.1111/conl.12797 face-redundancy-university-worcester-scraps-
Mate, G. & Ulm, S. 2021. Working in archaeology/>
Archaeology in a Changing World: Richardson, J., Wardale, D. & Lord, L. 2019.
Australian Archaeology at the Beginning The ‘Double-Edged Sword’ of a Sessional
of the COVID-19 Pandemic. Australian Academic Career. Higher Education
Archaeology, 87: 229–50. https://doi.org/ Research & Development, 38: 623–37.
10.1080/03122417.2021.1986651 https://doi.org/10.1080/07294360.2018.
Mauri, C. 2019. Formulating the Academic 1545749
Precariat. In: F. Cannizzo & N. Osbaldiston, Rutecki, D.M. & Blackmore, C. 2016.
eds. The Social Structures of Global Academia. Towards an Inclusive Queer Archaeology.
London: Routledge, pp.185–204. SAA Archaeological Record, 16: 9–11. http://
McDonald, K. 2017. Employment and onlinedigeditions.com/publication/?i=
Casualisation in Classics Departments in 287180&amp;ver=html5&amp;p=11
UK Universities. Council of University Shaw, G. 2021. The British Government
Classical Departments Bulletin, 46: 1–44. Thinks Archaeology Doesn’t Matter: It
Mori, A.S. 2022. Diversity, Equity, and Couldn’t Be More Wrong. Apollo, 4
Inclusion in Academia to Guide Society. February 2021 [online] [accessed 12 June
Trends in Ecology & Evolution, 37: 1–4. 2022]. Available at: <https://www.apollo-
https://doi.org/10.1016/j.tree.2021.10.010 magazine.com/archaeology-funding-cut-uk-
Newton, G. 2022. University of Sheffield government/>
Archaeologists Given Two-Year Reprieve Shepperson, M. 2017. British Archaeology in
from Departmental Closure and Staff Will a Fight for Survival. The Guardian, 20
Not Be Made Redundant. Yorkshire Post, June 2017 [online] [accessed 12 June
25 May 2022 [online] [accessed 12 Jun 2022]. Available at: <https://www.theguar-
2022]. Available at: <https://www.york- dian.com/science/2017/jun/20/trouble-
shirepost.co.uk/education/university-of-shef- brewing-british-archaeology>
field-archaeologists-given-two-year-reprieve- Siegmund, F. & Scherzler, D. 2019. Die der-
from-departmental-closure-and-staff-will- zeitige Wirtschaftslage in der privat-
not-be-made-redundant-3708017> wirtschaftlichen Archäologie Deutschlands
https://doi.org/10.1017/eaa.2022.41 Published online by Cambridge University Press
Brami et al. – A Survey of Early Career Researchers in Archaeology 247
– DGUF-Monitoring-Report privat- Wissenschaftszeitvertragsgesetz (WissZeitVG)
wirtschaftliche Archäologie 2019. 2007. Gesetz über befristete Arbeitsverträge
Archäologische Informationen, 42: 79–98. in der Wissenschaft (Academic Fixed-
https://doi.org/10.11588/ai.2019.0.69349 Term Contract Act) [online] [accessed 11
Standing, G. 2011. The Precariat: The New January 2022]. Available at: <https://www.
Dangerous Class. London: Bloomsbury gesetze-im-internet.de/wisszeitvg>
Academic. Woolston, C. 2017. Graduate Survey: A Love–
Staniscuaski, F., Reichert, F., Werneck, F.P., Hurt Relationship. Nature, 550: 549–52.
de Oliveira, L., Mello-Carpes, P.B., Soletti https://doi.org/10.1038/nj7677-549a
R.C. et al., 2020. Impact of COVID-19 Woolston, C. 2019. PhDs: The Tortuous
on Academic Mothers. Science, 368: 724. Truth. Nature. 575: 403–6. https://doi.org/
https://doi.org/10.1126/science.abc2740 10.1038/d41586-019-03489-1
Sterling, K. 2015. Black Feminist Theory in
Prehistory. Archaeologies, 11: 9–120.
https://doi.org/10.1007/s11759-015-9265-z
Stringer, R., Smith, D., Spronken-Smith, R. BIOGRAPHICAL NOTES
& Wilson, C. 2018. ‘My Entire Career
Has Been Fixed Term’: Gender and Maxime Brami is a prehistoric archaeolo-
Precarious Academic Employment at a gist, based since 2018 in the aDNA
New Zealand University. New Zealand laboratory of the Johannes Gutenberg
Sociology, 33: 169–201.
Swider-Cios, E., Solymosi, K. & Srinivas, M. University in Mainz. His research inter-
2021. Why Science Needs a New Reward ests range from farmer-forager interac-
and Recognition System. Nature, 595: tions in Early Neolithic Europe to the
751–53. https://doi.org/10.1038/d41586- impact of sedentism and agriculture on
021-01952-6 population size in Anatolia and the
Viglione, G. 2020. Are Women Publishing
Less during the Pandemic? Here s What Aegean Basin. His current project exam-’
the Data Say. Nature, 581: 365–66. https:// ines the interplay between culture and
doi.org/10.1038/d41586-020-01294-9 biology at the turn of the third millen-
Voss, B.L. 2021a. Documenting Cultures of nium BC during the so-called Yamnaya
Harassment in Archaeology: A Review expansion. Maxime Brami is currently
and Analysis of Quantitative and
Qualitative Research Studies. American chairperson of the Early Career
Antiquity, 86: 244–60. https://doi.org/10. Archaeologists community.
1017/aaq.2020.118
Voss, B.L. 2021b. Disrupting Cultures of Address: Palaeogenetics Group, Institute of
Harassment in Archaeology: Social- Organismic and Molecular Evolution,
Environmental and Trauma-Informed Johannes Gutenberg University Mainz,
Approaches to Disciplinary Transformation.
American Antiquity, 86: 447–64. https://doi. Anselm-Franz-von-Bentzel Weg 7, D-
org/10.1017/aaq.2021.19 55128 Mainz, Germany. [email: mbrami@
Weale, S. & Batty, D. 2016. Sexual Harassment uni-mainz.de]. ORCiD: 0000-0001-
of Students by University Staff Hidden by 5423-2761.
Non-Disclosure Agreements. The Guardian,
26 August 2016 [online] [accessed 23
January 2022]. Available at: <https://www.
theguardian.com/education/2016/aug/26/ Stephanie Emra is an archaeozoologist with
sexual-harassment-of-students-by-university- a particular interest in prehistoric Anatolia.
staff-hidden-by-non-disclosure-agreements> She completed a PhD at the University of
Wellcome 2020. What Researchers Think Veterinary Medicine in Vienna in 2020 on
About the Culture they Work in [online]
[accessed 26 July 2022]. Available at: the archaeozoological remains of the Early
<https://wellcome.org/reports/what-research- Bronze Age site of Çukuriçi Höyük in
ers-think-about-research-culture> Türkiye. She is currently working as a post-
https://doi.org/10.1017/eaa.2022.41 Published online by Cambridge University Press
248 European Journal of Archaeology 26 (2) 2023
doctoral researcher at the Ludwig in the project’s excavations in Romania and
Maximilian University in Munich as part of Bulgaria in 2019 and 2021.
the German Research Foundation project
‘The Prehistoric Societies of Upper Address: Department of Cultures,
Mesopotamia and Their Subsistence’ University of Helsinki, Unioninkatu 38A,
(project no. 165831460). Topelia, 00014 Helsinki, Finland. [email:
bianca.preda@helsinki.fi]. ORCiD: 0000-
Address: Institut für Paläoanatomie, 0002-2956-2336.
Domestikationsforschung und Geschichte
der Tiermedizin, Ludwig-Maximilians-
Universität, Kaulbachstr. 37/III, D-80539 Benjamin Irvine is a bioarchaeologist who
München, Germany. [email: s.emra@lmu. specializes in using osteological, archaeo-
de]. ORCiD: 0000-0003-0175-9169. logical, and stable isotope analyses to
examine human–environment interactions,
particularly the dietary habits, subsistence
Antoine Muller is a PhD candidate at the practices, agricultural strategies, and
Institute of Archaeology, Hebrew mobility patterns in prehistoric Anatolia
University of Jerusalem. His work focuses and adjacent regions. He is currently a
on computational and 3D methods in lithic post-doctoral research fellow on the
analysis, as well as experimental investiga- project funded by the German archaeo-
tions into the evolution of lithic technology, logical Institute and Research Center for
with an emphasis on efficiency, standard- Anatolian Civilization at Koç University,
ization, skill, and cognition. ‘Humidity and Society: 8,500 Years of
Climate History in Western Anatolia’,
Address: Institute of Archaeology, Hebrew and an honorary research fellow of the
University of Jerusalem, Mount Scopus, British Institute at Ankara.
Jerusalem 9190501, Israel. [email: antoine.
muller@mail.huji.ac.il]. ORCiD: 0000- Address: ANAMED (Koç University
0003-1646-796X. Research Center for Anatolian
Civilizations), Iṡtiklal Caddesi no: 181
Merkez Han 34433 Beyoğlu, Iṡtanbul,
Bianca Preda-Bal̆an̆ica ̆ is a Romanian Türkiye. [email: ibenjamin20@ku.edu.tr].
archaeologist studying Yamnaya burials in ORCiD: 0000-0002-2060-7198.
south-eastern Europe. She participated in
several preventive archaeological excava-
tions of Bronze Age burials mounds con- Bogdana Milic ́ is a Serbian archaeologist,
ducted by the Prahova County Museum of currently a post-doc at the Spanish
History and Archaeology in Romania. Her National Research Council in Barcelona,
2017 PhD dissertation concerned the supported by the Austrian Science Fund.
Bronze Age burial mounds between the Her research deals with Neolithization
Arges ̧ and Buzaŭ rivers. In 2019 she from the perspective of chipped stone pro-
became a post-doctoral researcher in the duction and use, and focuses on technol-
‘Yamnaya Impact on Prehistoric Europe’ ogy, the spread of innovations, prehistoric
(YMPACT) ERC project, researching the mobility, and obsidian networks between
funerary archaeology, burials customs, and Southwest Asia and Southeast Europe.
material culture of the Yamnaya and their Her 2018 PhD (Tübingen University) was
interactions with local societies, taking part embedded in the Marie Curie ITN project
https://doi.org/10.1017/eaa.2022.41 Published online by Cambridge University Press
Brami et al. – A Survey of Early Career Researchers in Archaeology 249
‘Bridging the European and Anatolian Her publications focus particularly on the
Neolithic’. She has various capacities at political life and career of Vere Gordon
Istanbul University, Koç University in Childe. She is a Fellow of the Society of
Istanbul and the Austrian Academy of Antiquaries of London and a member of
Sciences, and conducted fieldwork and the Histories of Archaeology Research
lithic analyses in Türkiye, Iran, Greece, Network.
and the Balkans.
Address: UCL Institute of Archaeology
Address: Archaeology of Social Dynamics Library, 31–34 Gordon Square, London
Research Group, Milà i Fontanals Institute WC1H 0PY, UK. [email: k.meheux@ucl.
of Humanities Research, Egipciaques 15, ac.uk]. ORCiD: 0000-0003-1408-6709.
08001 Barcelona, Spain. [email: bogdana.
milic@oeaw.ac.at]. ORCiD: 0000-0002-
1163-7125. Manuel Fernández-Götz is Abercromby
Professor of Archaeology at the University
of Edinburgh. Prior to moving to the UK,
Aldo Malagó is a PhD candidate working he completed a binational PhD
with 3D geometric morphometrics applied (Christian-Albrechts-Universität Kiel and
to the Acheulean of Asia. He has previ- Complutense University Madrid) and
ously worked in Italy, Brazil, Portugal, worked as coordinator of the Heuneburg
and Jordan. project. His research focuses on late pre-
historic and Roman Europe, the archae-
Address: MONREPOS, Archäologisches ology of identities, and conflict
Forschungszentrum und Museum für archaeology. He has undertaken fieldwork
menschliche Verhaltensevolution, Römisch- in Spain, Germany, Croatia, and the UK,
Germanisches Zentralmuseum (RGZM), and currently directs the Leverhulme-
Monrepos 2, 56567 Neuwied, Germany. funded project, ‘Beyond Walls:
[email: malago.aldo@gmail.com]. Reassessing Iron Age and Roman
Encounters in Northern Britain’. He has
been a board member of the EAA (2015–
Katie Meheux works for the UCL Library 21) and the Young Academy of Europe
Services as the librarian of the Institute of (2017–19).
Archaeology in London. An archaeologist
by training, her research concerns the Address: School of History, Classics and
history of archaeology, with an interest in Archaeology, University of Edinburgh,
the twentieth-century development and Old Medical School, Teviot Place,
current practice of the profession within Edinburgh EH8 9AG, UK. [email: M.
contemporary political, social, and cultural Fernandez-Gotz@ed.ac.uk]. ORCiD:
contexts, both national and international. 0000-0003-2244-4924.
Un avenir incertain: réflexions sur un sondage de chercheurs en début de carrière en
archéologie
Cet article présente les résultats d’un sondage en ligne conduit en 2021 à échelle internationale, auquel
419 jeunes archéologues chercheurs ont répondu. Ils tiennent ardemment à poursuivre une carrière uni-
versitaire ou de chercheur mais sont pessimistes quant à leurs perspectives professionnelles. Les
https://doi.org/10.1017/eaa.2022.41 Published online by Cambridge University Press
250 European Journal of Archaeology 26 (2) 2023
statistiques révèlent des obstacles spécifiques, affectant surtout les femmes, tels que les emplois à statut
précaire, les pratiques inéquitables et un manque chronique de soutien. Plus de 180 commentaires libres
exposent un niveau inquiétant d’intimidation et de discrimination en milieu professionnel visant
particulièrement les femmes et les minorités. L’étude considère également les effets de la pandémie de
COVID-19 sur les chercheurs en début de carrière. Les résultats du sondage, analysés dans le contexte de
l’enseignement supérieur, indiquent qu’il faut un effort concerté pour produire un changement durable
dans les conditions de travail des jeunes chercheurs. Ces derniers restent cependant optimistes quant aux
chances de succès d’une telle initiative. Translation by Madeleine Hummler
Mots-clés: milieu universitaire, chercheurs en début de carrière en archéologie, emploi précaire,
pratiques professionnelles, discrimination sexuelle, intimidation et harcèlement
Eine unsichere Zukunft: Überlegungen über eine Umfrage von Nachwuchsforschern
im Bereich der Archäologie
Die Ergebnisse einer Umfrage, welche im Jahre 2021 auf internationaler Ebene 419 Nachwuchsforscher
im Bereich der Archäologie befragt hat, zeigen, dass sie leidenschaftlich ihre wissenschaftliche Laufbahn
verfolgen wollen, aber dass sie in Bezug auf berufliche Aussichten pessimistisch sind. Die Statistiken
weisen auf bestimmte Hindernisse wie prekäre Arbeitsbedingungen, ungerechte Verfahren und man-
gelnde Unterstützung, besonders bei Frauen. Über 180 offene Kommentare offenbaren eine besorgniser-
regende Menge von Mobbing und Diskriminierungsfällen, vor allem an Frauen und Minderheiten
gerichtet. Die Verfasser besprechen auch die Auswirkungen der COVID-19-Pandemie auf
Nachwuchsforscher. Die Ergebnisse der Umfrage werden innerhalb des internationalen Hochschulwesens
bewertet und kontextualisiert. Es ergibt sich, dass eine gemeinsame Leistung nötig ist, um die heutigen
Verhältnisse nachhaltig zu ändern; die Nachwuchsforscher hoffen jedoch weiterhin, dass solche
Veränderungen erfolgen können. Translation by Madeleine Hummler
Stichworte: Hochschulwesen, Nachwuchsforscher in Archäologie, prekäre Arbeitsbedingungen,
Berufspraxis, Geschlechtsdiskriminierung, Mobbing und Belästigung
https://doi.org/10.1017/eaa.2022.41 Published online by Cambridge University Press