Jisan Al Jubair

The hallowed halls of Bangladesh’s private universities reverberate not with student protests, but with whispers of a different kind of discontent: a salary chasm so wide, it’s a generation gap. On one side stand thousands of young academics, juggling precarious employment and stagnant pay. On the other hand, a privileged few – retired professors from Dhaka University (DU), BUET, JnU, and JU – bask in lucrative contracts and top positions, raking in millions while occupying coveted administrative roles.
These “golden oldies,” as some call them, often command annual salaries exceeding Tk 20 lakh, dwarfing the average private university salary by two to three times. This golden parachute dwarfs regular wages, breeds resentment, and raises critical questions: Is experience in academia worth its weight in gold, or are private universities sacrificing merit for established names?
Critics argue that age alone doesn’t guarantee exceptional teaching or leadership. They paint a picture of stale academic environments where established names trump fresh talent and innovative thinking. Questions swirl around exorbitant salaries for retirees, with many suggesting the funds could be better used to create a fairer, more motivated faculty across the board.
Proponents of the current system argue that these experienced veterans bring a wealth of expertise, filling knowledge gaps and mentoring younger academics. They point to the market-driven nature of private universities, where competitive salaries are necessary to attract top talent.
But this market justification rings hollow when considering the opaque selection processes and seemingly guaranteed positions for retirees from certain institutions. Critics urge for greater transparency and merit-based recruitment, demanding that private universities prioritize competence and innovation over mere past affiliation.
This situation demands a critical re-evaluation. While experience is valuable, relying solely on the prestige of retired DU professors risks overlooking the dedication and hard work of full-time staff. Ageism and favoritism have no place in academia.
Private universities must strive for a meritocratic compensation system that rewards qualifications, dedication, and performance, fostering a fair and motivating environment for all faculty members. Only then can they truly claim to provide quality education that is accessible and rewarding for both students and teachers.
To shed light on this issue, we attempted to reach out to both private universities and the University Grants Commission (UGC) for their perspectives on the alleged salary discrimination. However, our pursuit of comments proved surprisingly weak fruit.
In the hushed hallways of Green University of BD, a young faculty member’s voice breaks the silence, tinged with both fear and frustration. He chooses anonymity, fearing retribution, but his words pierce through the veneer of normalcy: “Discrimination in private universities is an open secret, yet nobody bats an eye.” His accusations paint a grim picture – blatant favoritism, unequal pay, and stifled academic freedom. These aren’t whispers, but the lived realities of many young academics struggling to navigate a system that prioritizes connections over merit, experience over fresh perspectives.
Like a pebble tossed into a still pond, the young faculty member’s voice ripples outward, exposing the undercurrent of inequality that runs deep within private universities. It’s a plea for acknowledgement, for accountability, for a system where whispers of dissent become catalysts for change. His story, a microcosm of a larger struggle, begs the question: how long will we turn a blind eye? How long will the silence reign before the injustices faced by so many young academics are addressed? The onus now lies not only on university administrations but also on the entire academic community to challenge the discriminatory structures that perpetuate inequality and pave the way for a just and equitable system. Only then can the whispers of discontent truly vanish, replaced by the roar of a transformed landscape.
Moazzem Hossain, Dean of Business and Treasurer at German University of Bangladesh (GUB), responded, “Public universities offer significantly higher salaries compared to their private counterparts, along with a substantial pension package upon retirement. Unfortunately, private universities lack such provisions.”
We pressed him further, inquiring whether professors might need two working lives, one after retirement. His response was succinct: “That is possible, like me.”
Like Hossain’s case, however, feels more like a desperate workaround than a genuine second act. It raises troubling questions about the sustainability of an academic system that relies on overextended retirees to fill the gaps.
While an BU administrative employee’s anonymity casts a shadow on their claim, their words about the issue of older professors in Bangladeshi private universities ring true. To truly remedy this problem, both the University Grants Commission (UGC) and the Ministry of Education must first acknowledge it exists.
Simply put, ignoring the potential drawbacks of an aging professorship hinders the progress of the entire private university system. Ignoring the potential rigidity in teaching methods, disconnect from evolving industry demands, and limited exposure to current research, simply perpetuates outdated learning environments. Recognizing and addressing this issue isn’t about disrespecting senior academics, but about ensuring Bangladeshi private universities stay vibrant and relevant sources of knowledge for a future-oriented generation.
The landscape of higher education in Bangladesh has witnessed a remarkable transformation in recent decades, with the number of private universities experiencing explosive growth. From just a handful in the early 1990s, Bangladesh now boasts over 100 private universities, catering to a diverse student population and offering a wide range of academic programs.
However, the rapid growth of private universities has also raised concerns about quality and equity. Critics argue that some private universities prioritize profit over academic rigor, leading to concerns about graduate employability and the overall standard of education. Additionally, concerns exist about uneven access to quality education, as private universities tend to be concentrated in urban areas and cater to wealthier students.
The issue of salary disparity between retired DU professors and private university staff is not just about numbers; it’s about fairness, opportunity, and ultimately, the future of Bangladesh’s higher education system.
Will private universities prioritise experience over potential, or will they embrace a meritocratic approach that values the contributions of all its faculty members? The answer will determine the trajectory of private education in the country for generations to come.