Abstract:
An increased use of fixed-term contracts and a separation between teaching and research are symptomatic of dramatic shifts in the organisation of academic labour internationally. Debate has surfaced as to whether such changes offer opportunities to women or intensify their enduring disadvantage in the academy.
This thesis explores women's experiences of the temporary nature of research-only contracts at Victoria University of Wellington, Te Whāre Wānanga o te Ūpoko o te Ika a Māui. The research process was guided by feminist standpoint theory. Secondary data analysis of Victoria's Human Resources Management Information System database was undertaken. In-depth semi-structured interviews were conducted with thirteen women employees across all Faculties, ranging from Research Assistants to Senior Research Fellows and a Postdoctoral Fellow. Interviewees were also invited to an analysis focus group.
The quantitative data demonstrates that women are more likely than men to fill fixed-term academic positions. Research-only positions are exclusively non-permanent. Here, in contrast with positions that include teaching, women are better represented than men through to the highest research-only ranks. A clear relationship between fixed-term and part-time employment is also revealed.
Qualitative analysis suggests that women do not prefer fixed-term contracts but their employment choices are often restricted by gender expectations. Research-only work offers certain opportunities. However, the temporary nature of research-only contracts is associated with a wide range of negative implications for women's day-to-day working lives, work/ life balance and career development.
It is argued that exclusive reliance on fixed-term contracts and the methods by which they are currently managed are neither fair for women research-only staff nor beneficial to the university's research capacity. Interviewees provided a range of suggestions to improve the situation.
