The Cost of Commitment

Teachers are often praised as heroes—selfless, dedicated, and passionate about shaping young minds. But behind the scenes, many educators are quietly battling financial instability, juggling second jobs, and sacrificing precious time with their families to sustain a profession that too often demands everything and gives back little.

According to the Economic Policy Institute, public school teachers earn 23.5% less in weekly wages than comparable college graduates in other professions—a record high disparity (Allegretto, 2022). Despite holding advanced degrees and working an average of 53 hours per week (NCES, 2022), many teachers must take on second jobs to make ends meet. In fact, one in six teachers (16%) works a second job during the school year, and over 58% work during the summer (NCES, 2022; Doan & Woo, 2021).

The financial toll seeps into every corner of their lives: missed family moments, growing debt, and chronic stress. A 2022 RAND study found that over 60% of teachers report frequent job-related stress, and over 40% consider leaving the profession entirely—with financial pressure ranking among the top reasons (Diliberti & Schwartz, 2022).

When teachers advocate for better working conditions—like planning time, manageable class sizes, or support for high-needs students—they are often dismissed, ignored, or retaliated against. Meanwhile, education policy decisions are made by individuals far removed from the classroom.

Yet these are not radical demands. They are research-backed solutions that improve both educator well-being and student outcomes.

When schools fail to address teacher working conditions, students suffer too. High teacher turnover—averaging 8% annually nationwide, and as high as 16% in high-poverty districts—leads to inconsistent instruction, increased behavioral issues, and declining academic performance (Carver-Thomas & Darling-Hammond, 2017).

So what can be done? Here are real-world solutions school systems can act on now:

Implement Cost of Living Pay Adjustments: Adjust salaries annually to reflect inflation and local living costs. Teacher wages have failed to keep pace with inflation for over two decades (Allegretto, 2022).

Offer Flexible Scheduling & Onsite Childcare: Provide built-in planning periods, onsite childcare options, and flexible family leave policies to support teacher-parent balance.

Create Teacher Advocacy Councils: Establish decision-making committees that include current educators to evaluate policy, budget, and staffing choices.

Cap Class Sizes & Hire Support Staff: Research shows that smaller class sizes improve student outcomes and reduce teacher burnout, especially in K–3 classrooms (Dee & West, 2011).

Eliminate “Pay to Work” Models: Teachers spend an average of $560 of their own money annually on classroom supplies (NCES, 2022). Districts must provide adequate resources or reimbursements.

Respect Advocacy: Protect teachers who speak up from professional retaliation. Cultivate a culture where advocacy is valued, not punished.

What would it look like if schools supported the people who make learning possible—not just in word, but in action?

In solidarity,

The Merchant Ship Collective

References:

Allegretto, S. A. (2022). The teacher pay penalty has hit a new high: Trends in teacher wages and compensation through 2021. Economic Policy Institute. https://www.epi.org/publication/teacher-pay-penalty-2022/

Carver-Thomas, D., & Darling-Hammond, L. (2017). Teacher turnover: Why it matters and what we can do about it. Learning Policy Institute. https://learningpolicyinstitute.org/product/teacher-turnover

Dee, T. S., & West, M. R. (2011). The effects of class size on student outcomes in virtual and physical classrooms. National Bureau of Economic Research. https://www.nber.org/papers/w16660

Diliberti, M., & Schwartz, H. L. (2022). Educator Well-Being and Intentions to Leave the Profession. RAND Corporation. https://www.rand.org/pubs/research_reports/RRA1108-4.html

Doan, S., & Woo, A. (2021). Summer jobs and teachers: Who works and why it matters. Brown Center Chalkboard, Brookings. https://www.brookings.edu/articles/summer-jobs-and-teachers-who-works-and-why-it-matters/

National Center for Education Statistics. (2022). School and Staffing Survey (SASS), 2020–21. U.S. Department of Education. https://nces.ed.gov/surveys/sass/