Gender in the Global Information Economy Dr. Eileen M. Trauth College of Information Sciences and Technology Center for the Information Society The Pennsylvania State University etrauth@ist.psu.edu
The Problem of Gender Diversity in the Global IT Field: Who Cares? Consumer argument (business) Innovation argument (business) Equity argument (society) Demographic argument (society) March 2008 Athens University of Economics & Business
Athens University of Economics & Business Agenda Gender, globalization and the information economy Socio-cultural Influences on gender in the global information economy Socio-cultural issues for gender in the Greek information economy March 2008 Athens University of Economics & Business
The Information Economy Information Society Information Economy Primary Information Sector - Producers Secondary Information Sector – Consumers HW, SW, systems/services Content IT people March 2008 Athens University of Economics & Business 4
The Global Information Economy Telecommunications Internet Outsourcing/offshoring Global work teams Global software development European Union March 2008 Athens University of Economics & Business
Information Society in Austria Pervasive “By 2015 about four fifths of all human work will consist of handling information…” e-inclusion “eEurope Action Plan 2005 focuses above all on users, male and female. At all levels and for all activities full social participation is paramount…” EQUAL – EU initiative to fight discrimination and inequality in the labor market has specific programs to support women and ICT March 2008 Athens University of Economics & Business
Human Diversity in the Global Information Economy Nationality Race Ethnicity Age Socio-economic class Gender March 2008 Athens University of Economics & Business
Athens University of Economics & Business Gender as Diversity A type of diversity => apply diversity concepts Where gender is similar to and different from other types of diversity Gender interacts with other types of diversity (e.g. race) All societies experience gender, do not necessarily experience other types of diversity March 2008 Athens University of Economics & Business
Benefits of Diversity: Economic Development & Innovation Knowledge (services) economy Technology (fuels knowledge economy) Services vs. technology continuous innovation vs. commodity Talent (human capital development) - brainpower & creativity to fuel innovation March 2008 Athens University of Economics & Business
Benefits of Diversity: Economic Development & Innovation Tolerance (of human differences) Richard Florida (“Creative Economy”) proposition: for attracting and retaining talent Trauth proposition: for stimulating creativity/innovation atmosphere for accepting new ideas of new people for lowering barriers to entry to field March 2008 Athens University of Economics & Business
Benefits of Diversity: Economic Development & Innovation Stimulating innovation Creative thinking Workers representative of consumer base Competitive advantage Broader lens => wider set of opinions/experiences => more creativity & better decision making March 2008 Athens University of Economics & Business
Reality of Diversity: Globalization of IT Sector Cross-cultural IT work Cross-cultural IT clients Adapting to cultural differences re: gender Cultural differences in the global workplace: work ethics, work styles, customs Work relationships Working with people who are ‘different’ from you How similar tasks differ from nation to nation Diversity and communication in small groups Diverse project teams March 2008 Athens University of Economics & Business
Socio-cultural Influences on Gender in the Global Information Economy Culture Perception of work style in IT incompatible with motherhood “A mother should be at home with the children” ‘New’ messages sent to girls about career-parenthood; ‘old’ messages being sent to boys changes in male gender identity to accompany changes for women? role of partners in successful women in IT March 2008 Athens University of Economics & Business
Socio-cultural Influences on Gender in the Global Information Economy Culture Technical women incompatible with gender identity? Women still hold dual roles: work & home Cultural attitudes about gender roles limit a woman’s opportunity for advancement The purpose of employment is to provide security for family not personal fulfillment a woman is not a serious employee March 2008 Athens University of Economics & Business
Socio-cultural Influences on Gender in the Global Information Economy Size (and economic importance) of the information economy influences perceptions about women working in IT Definition of “women’s work” and “men’s work” varies across nationalities Software: OK in India, Ireland; not Australia Engineering: OK in communist countries, US (now?); not Ireland, Australia Economic necessity has contributed to social acceptability of women working March 2008 Athens University of Economics & Business
Socio-cultural Influences on Gender in the Global Information Economy Infrastructure IT training for working class women must go beyond IT skills to structural barriers of poverty, spatial isolation, illiteracy, sporadic work, and racial/ethnic discrimination that limit women’s ability to compete for jobs Girls getting less exposure to IT Access to the Internet Transportation barriers Language barriers Financial barriers Other barriers March 2008 Athens University of Economics & Business
Socio-cultural Influences on Gender in the Global Information Economy Public Policy The “information age” needs the best brains available National information society policy EU information society policy Discrimination policies Maternity policies Policies of countries in which you work March 2008 Athens University of Economics & Business
Socio-cultural issues for gender in the Greek information economy Is ICT use in Greece gendered? If no, what is the evidence of this? If yes, what types of use are considered ‘masculine’ or ‘feminine’?” Is the IT profession in Greece gendered? If yes, what is the evidence? If no, what is the evidence March 2008 Athens University of Economics & Business
Discrimination v. inclusion Target v. agent Intentional v. unintentional Inclusion Welcoming climate Treatment of ‘other’ Active v. passive marginalization March 2008 Athens University of Economics & Business
Tolerating, managing & celebrating diversity Tolerating: ‘accepting’ people who are different from you; non discrimination Managing: ensuring inclusion in the presence of diversity Celebrating: seeing value and positive effects from human differences March 2008 Athens University of Economics & Business
Athens University of Economics & Business Managing Diversity Corporate policy interventions Mentoring Diversity training Diversity committees Monitoring progress Numbers Diversity climate studies Affirmative action, equal opportunity & anti-discrimination, “fair” vs. “unfair” discrimination March 2008 Athens University of Economics & Business
Athens University of Economics & Business Managing Diversity Recourse For targets of discrimination Accountability For ‘anti diversity’ behaviors For achieving diversity goals Global business Not a choice Degrees of experiential understanding March 2008 Athens University of Economics & Business