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The study further explains how managerialist culture weakens feminism’s influence in the contemporary academy, entangling feminist faculty in insecure employment positions.",{"@graph":14,"@context":73},[15,34,56],{"@type":16,"itemListElement":17},"BreadcrumbList",[18,23,27,31],{"item":19,"name":20,"@type":21,"position":22},"https://docshare.wps.com","Home","ListItem",1,{"item":24,"name":25,"@type":21,"position":26},"https://docshare.wps.com/document/","Document",2,{"item":28,"name":29,"@type":21,"position":30},"https://docshare.wps.com/document/research-report/","Research & 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38, No. 3, 2008, pages 37-56 [www.ingentaconnect.com/content/csshe/cjhe](www.ingentaconnect.com/content/csshe/cjhe)  \nMiss Congeniality Meets the New Managerialism: Feminism, Contingent Labour, and the New University  \nMichelle Webber Brock University  \nABSTRACT  \nIn Canada, non-permanent faculty are no longer simply a reserve, flexible labour pool available for administrators to draw on when needed (e.g. during times of fluctuating enrollments); rather, they represent a strategy utilized by universities to reduce overall labour costs. In this article I bring together Women’s Studies, feminism, contingent academics, and new managerialism. I explore how Women’s Studies, as a site for thwarting ruling relations and offering the promise of alternative pedagogies, is being undercut by its forced reliance on contingent labour. Second, I argue that the new managerialist culture undermines the role of feminism in the contemporary academy such that faculty members’ feminism complicates their tenuous positions as non-permanent faculty members.  \nRÉSUMÉ  \nLes chargés de cours et autres membres non-permanents du corps professoral constituaient naguère au Canada une simple réserved’enseignantes et d’enseignants que les administrateurs universitairespouvaient utiliser au besoin. Aujourd’hui, le recours à une telle maind’œuvre temporaire est devenu une stratégie de réduction de la massesalariale. Cet article fait converger les thèmes des études des femmes, du féminisme, des travailleuses et travailleurs temporaires et des nouvelles pratiques de gestion. J’y explore comment les études des femmes, qui permettent de contrebalancer le rapport de forces actuelet offrent la promesse de pédagogies différentes, sont contrecarrées par le recours systématique des universités à du personnel non-permanent.  \n38 CJHE / RCES Volume 38, No. 3, 2008  \nJ’explique ensuite comment les nouvelles pratiques de gestion minent le rôle du féminisme, faisant en sorte que les universitaires féministesvoient leur position déjà fragile s’amenuiser en tant que membres nonpermanents des facultés.  \nNon-permanent faculty are no longer simply a reserve, flexible labour pool available for administrators to draw on when needed (i.e. during times of fluctuating enrollments); rather, they represent a strategy utilized by universities to reduce overall labour costs (Bauder, 2006) . The increase of contingent faculty members marks the most definitive change in the past twenty years in higher education (Curtis, 2005) . Yet, only recently has literature emerged on contingent faculty in universities (see for example Canadian works by Bauder, 2006; Hannah, Paul & Vethamany-Globus, 2002; Muzzin, 2003; Mysyk, 2001; Rajogopal, 2002; 2004; and in the United States, Baldwin & Chronister, 2001; Leslie, 1998) . Contingent faculty is used as an umbrella term in this paper to capture both part-time faculty (those hired on a course-by-course basis – also known as stipend instructors, sessional instructors and adjunct faculty) and full-time, non-permanent faculty (this includes those hired on contractually-limited term appointments, typically in one or two year durations. These positions are not on the “tenure track”) . We know from available figures that contingent academics represented 45% of all faculty in 1998 in Canada (Rajagopal, 2004) . Part-time women academics proportionately outnumber their full time counterparts, as 42% of part timers (1997-1998) are women compared with 26% of full timers (1997-1998) (Omiecinski, 2003) . Rajagopal’s (2002) data also speak to contingent academics as a gendered and racialized group since the proportion of women and minorities who are contingent academics is larger than the comparative proportion who occupy secure full-time positions in universities. As Muzzin (2003) notes, contingent academic workers are a “feminized (and somewhat racialized, though still mos","cbCaifIQzvbDDnWM","https://ap.wps.com/l/cbCaifIQzvbDDnWM","pdf",82323,"English","# Abstract\n# Introduction: Non-permanent faculty and new managerialism\n## Contingent faculty as cost-reduction strategy\n## Definitions and scope of contingent faculty","[{\"question\":\"What does the article argue about non-permanent faculty in Canada?\",\"answer\":\"Non-permanent faculty are portrayed as a strategy universities use to reduce overall labour costs, not simply a flexible reserve for administrators.\"},{\"question\":\"How does Women’s Studies relate to feminism and contingent labour in the article?\",\"answer\":\"The article describes Women’s Studies as a site for challenging ruling relations and offering alternative pedagogies, but argues it is undermined by its forced reliance on contingent labour.\"},{\"question\":\"How does managerialist culture affect feminism in the contemporary academy?\",\"answer\":\"It undermines feminism’s role, complicating feminist faculty members’ already tenuous positions as non-permanent faculty.\"}]","Miss Congeniality Meets the New Managerialism - Feminism, Contingent Labour, and the New University | PDF",1792084834]