Science Teachers vs Non-Science: Unintended Consequences of Salary Disparities

The government’s decision to increase salaries for science teachers, though commendable in recognising their critical role, has triggered a range of unintended challenges within the education sector.

With higher salaries, many science teachers have become financially stable, enabling them to pursue personal business ventures.

This shift has reduced their commitment to teaching, as they often divide their time between the classroom and side businesses.

In some cases, they hire unqualified substitutes to cover their classes, leading to a decline in the quality of education.

Financial comfort has also encouraged borrowing from banks to fund investments, further distracting teachers from their professional responsibilities.

Salary disparities between headteachers and science teachers have demotivated school administrators.

In many instances, headteachers earn less than their subordinates, despite holding more senior roles.

This imbalance has led to frustration, job dissatisfaction, and a decline in overall performance among head teachers, negatively impacting school management.

Arts teachers, who often bear the heaviest teaching workloads—particularly in subjects like English—are significantly demoralised by the salary gap.

This frustration has contributed to high resignation rates, with many arts teachers requesting early retirement.

The disparity has created an environment of inadequacy and dissatisfaction, affecting morale and retention in the profession.

Notably, some science teachers have also opted for early retirement to secure higher gratuity and pension benefits.

This trend undermines the government’s investment in their training and contradicts the initial rationale for salary enhancements, as experienced educators leave the sector prematurely.

The salary enhancements have also strained relationships between science and arts teachers.

Financial advantages enjoyed by science teachers have fostered resentment and poor working relationships, weakening collaboration and negatively affecting student performance.

Arts teachers, feeling undervalued and overburdened, struggle to maintain motivation and productivity in this divisive environment.

Recommendations

To address these challenges, the Equal Opportunities Commission (EOC) has proposed several measures to promote equity and restore balance in the public service salary structure.

The EOC recommends transferring responsibility for salary reviews to its mandate.

Given the EOC’s expertise in promoting equality, this shift would ensure a fair and transparent approach to salary determinations across the public service.

Additionally, the EOC suggests implementing a phased salary enhancement plan.

The Ministry of Public Service should develop a comprehensive strategy to gradually increase salaries for all public servants, addressing disparities and creating a more equitable compensation framework.

By adopting these measures, the government can mitigate the negative consequences of the current salary policies and foster a more equitable, motivated, and collaborative public service.