Academic Clock: Age crisis of PhD graduates in Kenyan universities worrying

The trend of older doctoral graduates in Kenyan universities is becoming increasingly apparent and concerning, especially with the deficiency of 1000 graduates annually.

For instance, many Ph.D. students graduate in their 50s and 60s, resulting in a limited working lifespan compared to Western, Asian, and American counterparts, who usually graduate around the mean age of 30 years.

This discrepancy leads to significant implications in terms of productivity and long-term contributions to academia and society, especially in our Kenyan universities.

Several reasons contribute to this situation. Firstly, many Kenyans consider pursuing a Ph.D. as they approach retirement to extend their professional career, given that retirement at a university is 70 years instead of 60 for other workers. Secondly, several have started their doctorate programs earlier but have experienced prolonged durations due to various challenges, often referred to as the "corridors of recasting" and "corridors of frustration."For others, the issue lies in the need for more institutional support for staff development and the prohibitive costs of Ph.D. programmes, which they can't afford.

From a personal perspective, my experiences in Europe as a comparison, where I was in my early 30s, was the oldest among my fellow doctoral candidates in their late 20s. In Kenya, he faced opposition and obstacles in pursuing a Ph.D. in his late 20s due to the prevailing notion that he was "too young" and "in a hurry" to graduate. Further, Ph.D. students need help to secure scholarships, often favoring individuals with connections in high places, which is a massive problem for many Kenyan students.

Many health experts suggest that scholars are most productive between the ages of 30 and 50, after which cognitive abilities decline. With many Kenyan professors over the age of 70, this presents a significant challenge in higher education research. The lack of timely feedback and high administrative roles for professors due to low salaries further exacerbates the problem.

The system is also rife with age-related tensions, with younger scholars often marginalized and discouraged. Additionally, older academics dominate university senates, often recalling their past experiences rather than focusing on the present. This culture has led to a perceived "dictatorship of age rules," causing fear among younger academicians and doctoral students.

Supervisory issues further complicate the issue. Many professors provide feedback at their discretion, with students labeled as 'troublemakers' if they question the pace of feedback. This fear of repercussion, combined with the practice of favoritism and unfair treatment by some professors, contributes to the delay in graduation for many students.

Many Kenyan universities need to express a shift in the academic culture of Kenyan universities to ensure that we get more youthful Ph.D. holders who will carry the dream of the higher educational research system leading to better policy directions. A focus should be placed on nurturing young scholars, similar to Western countries' models, where exceptional undergraduates are groomed into future professors through recruitment as teaching or graduate assistants. Furthermore, promotions and advancements should be based on merit, such as teaching experience, research, supervision, and publications, rather than age, ethnicity, or gender.

Finally, it is crucial to determine promotion and advancement in academic roles by merit-based factors such as teaching experience, research output, supervision capabilities, and published works. This approach would help dispel the current trend where age, ethnicity, or gender often influence progression, allowing for a more equitable and efficient academic environment that promotes intellectual growth and innovation.

Writer is a Lecturer at Meru University of Science and Technology (MUST) and Post-Doc Researcher at Umeå University.

Email: joabodhiambo2030@gmail.com

Twitter: @Dr_Jodhiambo