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In order to compete in increasingly tight quasi-markets generated by government cutbacks and contracting-out, management in nonprofit agencies have argued that wages and benefits must be reduced or jobs and services will be cut. These arguments have motivated some of the female-majority workers to join and/or organize unions and undertake strike action. Focusing on two case studies exploring restructuring in the highly gendered nonprofit social services in two liberal welfare states (Scotland and Canada), this article explores shifts in industrial relations at the agency level, as well as workforce resistance and union activism. Through the analysis of gendered unpaid work and gendered forms of social and union solidarity, this article extends feminist political economy and mobilization theory. It also suggests convergences at several layers of practice and policy, including private and nonprofit industrial relations cultures, managerialism and the underfunding of contracted-out government services.

Though not monolithic, the non-profit social services sector has been an arena where workers and management participated in various forms of shared planning, service development and organizing the labour process. This included: 1- formal participation processes such as collective bargaining with union representation, and 2- practice-profession or task participation. Drawing on 34 qualitative interviews undertaken with a variety of actors (Chief Executive/Senior Directors, senior operational management, Human Resource Managers, frontline staff, and, where available, union representatives) in two non-profit social service agencies in Ontario (Canada), the article traces how these forms of participation have changed as a result of government austerity policies alongside the expansion of precarious employment and funding in the non-profit sector.Using exemplar quotes and qualitative analysis, the article shows that worker’s participation in each form has declined, while management simultaneously has extended greater control over the labour process and removed or reduced forums and opportunities for input from staff. In terms of task participation, measurement and governance structure of New Public Management (NPM) and austerity have led to less autonomy and choice, especially in the area of working time. The study also found that unitarist approaches, intolerant of staff voice and possible dissent, have displaced earlier representative participatory approaches that either utilized the management chain, or embraced and worked constructively with unions. Though these pressures existed prior to the introduction of austerity policies, the data show that decreased worker’s participation coincides and is further undermined by the financial and governance processes associated with NPM and austerity-linked cuts in government and other forms of funding. Overall, the data and analysis suggest that participation in the Non-profit Social Services (NPSS) may be another casualty of this current wave of neoliberalism.

Unpaid work has long been used in nonprofit/voluntary social services to extend paid work. Drawing on three case studies of nonprofit social services in Canada, this article argues that due to austerity policies, the conditions for ‘pure’ gift relationships in unpaid social service work are increasingly rare. Instead, employers have found various ways to ‘fill the gaps’ in funding through the extraction of unpaid work in various forms. Precarious workers are highly vulnerable to expectations that they will ‘volunteer’ at their places of employment, while expectations that students will undertake unpaid internships is increasing the norm for degree completion and procurement of employment, and full-time workers often use unpaid work as a form of resistance. This article contributes to theory by advancing a spectrum of unpaid nonprofit social service work as compelled and coerced to varying degrees in the context of austerity policies and funding cutbacks., Unpaid work has long been used in nonprofit/voluntary social services to extend paid work. Drawing on three case studies of nonprofit social services in Canada, this article argues that due to austerity policies, the conditions for ‘pure’ gift relationships in unpaid social service work are increasingly rare. Instead, employers have found various ways to ‘fill the gaps’ in funding through the extraction of unpaid work in various forms. Precarious workers are highly vulnerable to expectations that they will ‘volunteer’ at their places of employment, while expectations that students will undertake unpaid internships is increasing the norm for degree completion and procurement of employment, and full-time workers often use unpaid work as a form of resistance. This article contributes to theory by advancing a spectrum of unpaid nonprofit social service work as compelled and coerced to varying degrees in the context of austerity policies and funding cutbacks.

Since the mid-1980s, the nonprofit social services sector has been promoted as an option for cheaper and more flexible delivery of services. In order to comply with government standards and funding requirements, the sector has been subject to ongoing waves of restructuring and the introduction of new private market-like, outcomes-based management models, such as New Public Management. This article explores ways in which nonprofit social services sector workers experience their work as highly fragmented. Drawing on case studies completed as part of a larger project addressing restructuring in the nonprofit social services sector in Scotland, New Zealand, Australia and Canada, we examine three key aspects shaping work in the nonprofit social services sector: 1) workers’ experience of managerialism; 2) gendered strategies drawn on by workers in the agencies studied; and 3) union strategies in the nonprofit social services sector, as well as within individual workplaces. Conclusions focus on contributions to understanding managerialism as a strong but fragmented project in which even weak union presence and the willingness of the predominantly female workforce to sacrifice to provide care for others ensure that some level of social solidarity endures.

This paper examines the impact of precarity on the nonprofit service providing sector (NPSS). Using in depth qualitative interviews, recent empirically-based surveys of the Ontario nonprofit sector and key academic and grey literature, we explore the deeper meaning of precarity in this sector. We contend that the NPSS is a unique, and in many respects, an ideal location in which to explore the workings and impact of precarity. Looking at the nonprofit sector reveals that precarity operates at various levels, the: 1) nonprofit labour force; 2) organization structure and operation of nonprofit agencies; and, 3) clients and communities serviced by these nonprofit organizations. By observing the workings of precarity in this sector, precarity is revealed to be far more than an employment based phenomenon but also a force that negatively impacts organizational structures as well as vulnerable communities.

Drawing on qualitative interview data from case studies in Scotland and Canada in the post 2008 era, this article explores the impact of austerity policies on the conditions and experience of employment in two nonprofit social service agencies and their shifting labour process. Despite differences in context, the article finds a similarity of experience of austerity-compelled precarity at several levels in the agency. This precarity increased management control and evoked little resistance from employees. These findings contribute to our understanding of austerity as articulated differently in different contexts, but experienced similarly at the front lines of care work.