The Growing Concern Over Junior Academics in European University Governance

Across Europe's diverse higher education landscape, a pressing issue has emerged: the under-representation of junior academics, often referred to as early career academics (ECAs), in key university decision-making bodies. These individuals, typically those pursuing or recently completing their PhD—within eight years—and including postdoctoral fellows, assistant lecturers, and junior researchers, bring fresh perspectives shaped by contemporary research methodologies, interdisciplinary approaches, and global academic trends. Yet, recent analyses reveal they are frequently sidelined from faculty councils, university senates, and executive boards, raising questions about inclusivity, innovation, and the long-term health of academic institutions.

This disparity not only limits the voices of those at the forefront of new knowledge production but also perpetuates hierarchical structures that favor senior professors. As universities navigate challenges like funding cuts, digital transformation, and the push for open science, excluding ECAs from governance risks outdated decision-making that fails to reflect evolving academic realities. Discussions sparked by landmark studies are now pushing for reforms to foster more equitable participation.

Insights from a Landmark Multi-Country Study

A comprehensive study published in 2026 in the Higher Education Quarterly, led by researchers including Liudvika Leišytė from TU Dortmund University, examined governance structures in nine public research-oriented universities across Croatia, Estonia, Germany, Italy, Lithuania, Malta, Spain, the Netherlands, and Cyprus. Through detailed analysis of national laws, institutional statutes, strategic plans, and gender equality plans (GEPs) from 2013 to 2023, the research uncovered significant variability in ECA involvement.

At the faculty or departmental level, ECAs fare better, with provisions for their inclusion in councils. For instance, in Germany, up to three ECAs per faculty council; in the Netherlands, one or two; and in Spain, quotas based on staff numbers. However, at the central university senate or board level, representation plummets. Notable examples include Spain's university senate at 19 percent ECA membership, Germany's at 23 percent, and the Netherlands' university council at 11 percent. In contrast, institutions in Cyprus and Malta showed zero ECA presence across all levels, while Italy and higher power-distance cultures like Croatia offered minimal slots, often limited to PhD students counted as 'students' rather than academics.

The study highlights how even formal seats do not guarantee influence, as organizational hierarchies maintain power imbalances. Access the full study here for deeper methodological insights.

Country-Specific Variations and Cultural Influences

National policies play a pivotal role, with Germany and the Netherlands mandating proportional representation for temporary staff, including ECAs, in senates and councils. Spain promotes balanced presence symbolically, while Estonia includes PhD candidates via student quotas. In higher power-distance nations like Malta (Hofstede score 73) and Croatia (73), ECAs are virtually invisible in central bodies, reflecting cultural acceptance of authority gaps.

• Germany (UniB): 23 percent of senate are ECAs, with 60 percent female—a standout for inclusivity.
• Spain (UniD): 19 percent senate ECAs (nearly 40 percent female), but excluded from university council.
• Netherlands (UniA): 11 percent in university council, though all male in the analyzed case.
• Lithuania and Estonia: Low single-digit percentages, mostly male, in senates.
• Cyprus, Malta, Italy: Complete absence from higher governance.

These patterns underscore how cultural norms, more than New Public Management reforms, drive inclusion. Lower power-distance environments encourage broader participation, aligning with EU soft laws like the Bologna Process and European Charter for Researchers, though implementation lags.

Gender Disparities: Women ECAs on the Margins

Gender intersects critically with career stage, exacerbating exclusion. While all studied institutions adopted EU-mandated GEPs, these plans rarely address ECAs specifically, focusing instead on general female representation. Women ECAs appear in departmental roles in countries like the Netherlands, Germany, Lithuania, Croatia, Cyprus, and Spain but vanish from higher structures, except notably in Germany (60 percent female ECAs in senate) and Spain (40 percent).

In science and engineering faculties, male dominance prevails, widening gaps. For example, Lithuanian ECAs in senates were both male, and Dutch university council ECAs all male. This intersectional barrier—gender, early career, and STEM—stifles diverse input on strategic priorities like research funding and curriculum reform. Times Higher Education coverage emphasizes this 'largely absent' status of female early career scholars.

Barriers to Effective Participation

Beyond formal access, substantive influence remains elusive. Precarious contracts, lack of mentorship, and hierarchical cultures assign ECAs to low-stakes committees on teaching or ethics, shielding budgets and strategy from their input. Heterogeneity among ECAs—no uniform definition across nations—renders many 'invisible,' with postdocs and junior lecturers often overlooked in favor of PhD students.

Structural reforms like managerialism have not democratized governance; instead, power asymmetries persist. Expert Liudvika Leišytė notes, “The most striking finding... is the importance of the organisational and higher education system culture in how ECAs are represented and heard.” Additional challenges include disciplinary norms, where hard sciences lag in diversity.

Impacts on Universities and the Broader Academic Ecosystem

Under-representation hampers innovation. ECAs, trained in open science, AI tools, and interdisciplinary methods, could modernize curricula, enhance research evaluation, and drive digital transformation. Their exclusion risks stagnation, as senior-heavy senates prioritize traditional priorities over emerging needs like sustainability and equity.

For ECAs, this fosters alienation, high turnover, and precarious careers, undermining Europe's talent retention amid global competition. Institutions miss out on diverse viewpoints, potentially skewing policies on funding, hiring, and internationalization.

Expert Perspectives and Sparking Discussions

Voices from the field amplify calls for change. A University World News opinion piece argues recent PhDs must join decision tables for their global exposure and methodological savvy. The European University Association (EUA) advocates investing in ECAs as future leaders. Social media buzz, including Times Higher Education's X post, has ignited debates on X (formerly Twitter), with academics sharing experiences of marginalization.

Organizations like Eurodoc, representing doctoral candidates and ECAs, push for better integration, echoing the study's findings on slow EU policy translation.

Promising Practices and Pathways to Reform

Best practices emerge from inclusive nations. Germany's proportional mandates ensure temporary staff voices; the Netherlands' staff-student balances open doors. Recommendations include:

• Clear ECA definitions and institutional tracking by gender/career stage.
• Quotas or targets for boards/senates.
• Partnerships with young academies and ECA associations.
• Power redistribution for real influence.
• Enhanced GEPs addressing intersections.

Broader EU initiatives, like the European Universities alliance, could accelerate reforms by promoting balanced governance models.

Future Outlook: Toward Inclusive Governance

As Europe advances Horizon Europe and the European Research Area, addressing ECA under-representation is crucial. With demographic shifts and talent wars, universities ignoring junior voices risk decline. Positive trends in low power-distance countries suggest scalability, but national policy updates and institutional commitments are essential.

Stakeholders—from rectors to funders—must prioritize inclusivity to harness ECAs' potential, ensuring vibrant, forward-thinking higher education.

Photo by Leon Wu on Unsplash

Actionable Steps for Universities and Policymakers

To bridge gaps:

1. Audit current representation and set measurable targets.
2. Train ECAs for governance roles via mentorship.
3. Revise statutes for broader ECA categories.
4. Integrate ECA input in strategic planning.
5. Monitor progress annually with public reports.

By embedding these, Europe can cultivate truly representative governance, empowering the next generation to shape academia's future.