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Is striking really necessary for ATs at the collegiate level? And would it create a full appreciation and respect of our worth and value?... I don't think so.
At the NCAA, ATs are not required in the athletic department, ATs are a "recommendation", medical directors are required. Without this regulation backing there will not be enough leverage and ATs could be quickly replaced by other healthcare professionals.
We are in a profession full of title chasers, we are not united under the same mission of more pay. Some want the recognition and ego boost from being associated with a certain organization that they are working for (division I or professional sports, for example). This is why our compensation structure is in shambles because there is always an AT out there that will take an opportunity that is offering lower pay. While college ATs are on strike, other ATs may encroach on their territory because they are willing to work for the lower pay and the position finally opened up with the strike.
It would have to be a full united movement to be successful. However, there is no compensation or benefits when an AT walks off the job site, and there are many ATs that cannot take that risk.
I do not think this would enhance our profession as healthcare providers, I think it would diminish the perception of our professionalism and that we deal with conflicts by throwing tantrums when we don't get what we want. No disrespect with my example, but do we want to be in the realm of physicians who are decision makers, or nurses who perform the labor?
(Nurses are unionized already)
As the NSCA and NATA mentioned in their recent Media Alert presentation, you may need to set better boundaries with your manager and teams to create the work life balance. Also, college ATs do have parts of the year, usually out of season, where you have the flexibility over a time period, usually multiple weeks, that are low in workload or you can take off without PTO, which does not happen in a traditional work setting.
We need to stop victimizing our profession and step up to the directors, head ATs, and/or HR to have the serious/hard conversations to figure out what measures need to be taken to increase pay or work-life balance, because I think we keep forgetting that it is very difficult to have both in any job setting. And last asking about how the funding works in your athletic department, this may or may not show you that there is actual funding that can go towards your salaries.
If you start picking this scab, I would recommend having a backup ready (aka be actively applying to other jobs when you start asking the hard questions).
Power to you all if you can pull it off though. This post is just food for thought.
Shelby 5/2024
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