Despite increased research on gender inequality in the academy, few studies report on how it manifests within precarious work in Higher Education (HE) applying an intersectional lens (looking at race, ethnicity, and marital status). Moreover, few studies have examined the additional problems that precarious female “outsiders” encountered due to the Covid-19 pandemic (Kınıkoğlu and Can, 2021). This study will possibly argue that they were ostracized both formally and informally and exploited due to the ongoing neoliberalization of the HE sector. Research indicates that HEI usually conceal (or cannot record) data on precarious female academics and that official reports often ignore or underrate the phenomenon of precarious work in HEI (UCU, 2016). Moreover, no reliable figures exist for the weakest workers i.e., hourly paid, zero-hour contracts etc. The current article addresses a ‘gap’ in the literature on the challenges female precarious workers in HEI have faced during and after the pandemic (Wright et al., 2021). This multiple case study will explore 34 academics’ experiences of precarity in 4 European countries to unravel the challenges for these women using lengthy semi-structured interviews and opportunity and snowball sampling. It has unravelled that it has intensified insecurities and discriminations - particularly for female academics - stemming from the neoliberal restructuring of the HE sector in Europe. The study will offer recommendations for HR managers and Senior Leadership and Management Teams (SLMTs) in HE. The study aims to promote EDI in HE and challenge the increasingly hierarchical and inequitable structures of HEI (Mavin and Yusupova, 2020). HE globally is in a grim state. Female precarious workers have been incredibly affected by the pandemic as they had to carry an unbelievably heavy burden. Therefore, HR managers and SLMTs should try to ensure that HEI do not promote a competitive culture, lack of contractual security and continuous mobility which prevents female precarious workers from having a stable personal life and fulfil their roles as mothers in supposedly privileged workplaces such as the academia (Ivancheva and O’Flynn, 2016). The current study indicates that SLMTs should reflect on and possibly withdraw all temporary Covid-19 measures which impose considerable pressure on precarious female academics, as these may hinder institutional regeneration in the post-Covid -19 era. HEI should prioritise interventions which tackle structural inequalities and ensure that various factors, i.e., race and gender, do not intersect in HEI to produce negative outcomes for certain individuals, i.e., women, BAME academics.