This qualitative study examines the ways in which 15 full-time non-tenure-track Women of Color faculty members (NTWCFs) at historically White colleges and universities experienced identity taxation in their work. Critical race theory and critical race feminism were used as theoretical frameworks. Participants experienced identity taxation in 3 ways: care for marginalized students, overburdened with institutional service, and obligations to teach colleagues about race and racism. Although these findings are consistent with the research on tenure-track and tenured Women of Color faculty members, non-tenure-track faculty members faced distinct implications from identity taxation. This included feeling pressured to do this work in hopes of maintaining their position or securing a more permanent one as a result of the tenuous nature of their contracts. Given the overrepresentation of Women of Color in non-tenure-track positions, these findings illustrate a systemic problem that keeps Women of Color in unstable and financially unsustainable academic positions.

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According to institutional data, during the 2012-2013 academic year, adjunct and other contingent faculty made up 71 percent of the total faculty at George Mason University. Like contingent faculty at other colleges and universities, much of Mason's non-tenure track faculty, especially part-time faculty members, earn less than a living wage, have little to no benefits, lack job security, lack representation, and have few opportunities for advancement. This report documents the results of a working conditions (climate) survey conducted on contingent faculty at George Mason University during the Spring Semester of 2013, along with suggested recommendations.