Characteristics of Digital Technologies and Gender Inequality at Work

在过去十年中，工作场所的数字化发展迅速，并改变了许多工作的工作性质。过去的研究表明，数字化对劳动力市场上的群体产生了不同的影响，从而在劳动力市场上产生了赢家和输家。然而，目前尚不清楚女性和男性在何时以及如何受到这一过程的不同影响。现有的实证文献，迄今为止，是基于很少的研究，难以比较，并显示出不一致的结果。造成这些不确定结果的一个原因是，数字技术要么是用非常抽象的概念来衡量的，要么是只关注一项非常具体的工作或技术。然而，不同类型的数字技术对不同类型的员工有不同的影响似乎是合理的。在此背景下，我们引入了一个理论驱动的数字技术类型学，假设不同类型的技术对男性和女性的就业特征有不同的影响。我们从两个核心维度区分了四种类型的数字技术：(a)（新）技术是否需要员工对人力资本进行（大量）投资，以及(b)技术是以某种方式将员工联系起来还是只关注单个员工。因此，我们的研究问题是，工作场所中不同类型的数字技术何时以及如何对男性和女性产生不同的影响。因此，目的是调查技术对性别的分配，对工作场所技术实施的反应中的性别差异，以及技术实施对劳动力市场职位的影响。拟议的项目将填补这一研究空白，首先，通过关注四种不同类型的数字技术，这使得更详细的分析和技术比较成为可能。在此基础上，我们分析了劳动力市场中数字化转型分配的性别差异。具体而言，对自我选择过程或性别技术关联方面的歧视是否可能影响系统性的性别不平等进行了审查。第三，我们探讨了对数字技术实施的性别反应问题。第四，本研究填补了关于数字技术配置中的潜在性别差异、对这些技术的感知和适应如何与个人和劳动力市场结果相关的研究空白。因此，本研究有助于优先计划的2267目标，即在各个层面上分析系统数字化转型：首先，通过比较这一转型过程中的不同技术，其次，通过分析影响这一过程的性别规范，第三，通过关注数字技术如何渗透到性别工作系统的问题。

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.