Characteristics of Digital Technologies and Gender Inequality at Work

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Digitalisation at the workplace has developed rapidly in the past decade and has transformed the nature of work for many jobs. Past research has shown that digitalisation affects groups in the labour market differently, thus producing winners and losers in the labour market. However, it is still unclear when and how women and men are affected differently by this process. The empirical literature existing, thus far, is based on few studies that are difficult to compare, and show inconsistent results. One reason for these inconclusive results stems from the fact that digital technology is either measured on a very abstract or by looking only at one very specific job or technology. However, it seems plausible that different types of digital technology have different effects on different types of employees. Against this backdrop, we introduce a theoretically driven typology of digital technology, assuming that different types of technology have different effects on the employment characteristics of men and women. We distinguish four types of digital technologies that result from two core dimensions: (a) does the (new) technology require a (substantial) investment in human capital by the employee, and (b) is the technology linking employees in some way or is it focussed only on the single employee. Hence, our research question is when and how do different types of digital technology at the workplace affect men and women differently. Therefore, the aim is to investigate the allocation of technology to gender, gender differences in the responses to technology implementation at workplaces, and outcomes of technology implementation on labour market positions. The proposed project will fill this research gap, first, by focusing on the four different types of digital technology, which allows for a more detailed analysis and makes comparison of technologies possible. Based on this, second, we analyse gender differences in terms of the allocation of digital transformation in the labour market. Specifically, whether self-selection processes or discrimination regarding gender-technology associations might influence systematic gender inequalities is scrutinised. Third, we explore the question of gendered responses to the implementation of digital technologies. Fourth, this study contributes to the research gap regarding how potential gender differences in the allocation of digital technologies, their perception and their adaptation to these technologies relate to individual and labour market outcomes. Thus, this study contributes to the Priority Program’s 2267 goal, the analysis of the systemic digital transformation, on various levels: first, by comparing different technologies in this transformation process, second, by analysing gendered norms as influencing this process, and, third, by focusing on the question of how digital technologies permeate gendered work systems.