The gender pay gap in the ICT labour market: comparative experiences from the UK and New Zealand

Belgorodskiy, Alexander; Crump, Barbara; Griffiths, Marie; Logan, Keri; Peter, Raja; Richardson, Helen

doi:10.1111/j.1468-005x.2012.00281.x

Cited by 18 publications

(21 citation statements)

References 30 publications

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“…Trade unions are rare in the ICT sector and this situation is influenced by the individualised nature of their work (Marks et al, 2017). This context favours secrecy about salaries, which can be problematic when negotiating pay demands (Belgorodskiy et al, 2012). This has serious implications for women's pay and promotion, due to the maledominated environment.…”

Section: Stereotypes and Ict Industriesmentioning

confidence: 99%

“…The standard employment model based on the expectation of a male breadwinner reinforces a secondary role for women in the labor market, which directly affects women's careers, as family planning shows a gendered effect on career development and wages. This leads to discrimination in pay and promotion related to maternity leave (Belgorodskiy et al, 2012). Women often have fragmented careers, due to maternity leave and other care-related breaks (Castaño, 2011;Valenduc, 2011), making it difficult for them to match the profile of the 'ideal worker' as ever-present employee.…”

Section: Female Careers In the Ict Sectormentioning

confidence: 99%

“…As pointed out by Anker (), data indicates that the existence of segregation in the ICT sector, as discriminatory social norms or indirect discrimination (e.g. job attributes, jobs conditions), institutional or organisational factors (Belgorodskiy et al ., ), and stereotype barriers might lead to differences in labor conditions in different countries. Thus, the study of different national and cultural contexts is crucial for addressing the gender imbalances that characterise the ICT industries and professions (European Commission, ).…”

Section: Introductionmentioning

confidence: 99%

“…Women in these sectors are primarily perceived as women, rather than as ICT workers or engineers (Faulkner, 2009;Hatmaker, 2013); this has an impact on the kinds of positions they occupy and on their promotion within organisations, via horizontal and vertical occupational segregation (Valenduc, 2011). Consequently, they are more likely to receive lower salaries than their male peers (Iglesias-Fernández et al, 2010;Belgorodskiy et al, 2012;Shen, 2016;European Commission, 2018a).…”

Section: Introductionmentioning

confidence: 99%

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Being a woman in an ICT job: an analysis of the gender pay gap and discrimination in Spain

Segovia‐Pérez¹,

Núñez

Sánchez

et al. 2019

New Technol Work Employ

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Despite policy initiatives aimed at promoting female access to jobs, the information and communication technology (ICT) professions have traditionally been largely monopolised by men. Segregation, gendered stereotypes and environmental factors have a clear impact on educational and professional choices, as well as on working conditions. The spread of ICT to all economic activities has meant that ICT specialists are now to be found everywhere, not only in the ICT sector where many stereotypes related to technical jobs persist. This work aims to analyse the gender wage gap and discrimination in ICT professions, with the emphasis on how working in an ICT‐intensive industry might affect that situation. The study uses the Spanish Earning Structure Survey data for 2014, and applies wage decomposition techniques to the wage distribution. The results show that female ICT professionals face unfavorable working conditions, especially in highly qualified jobs and in ICT‐intensive industries.

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Section: Stereotypes and Ict Industriesmentioning

confidence: 99%

Section: Female Careers In the Ict Sectormentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

Being a woman in an ICT job: an analysis of the gender pay gap and discrimination in Spain

Segovia‐Pérez¹,

Núñez

Sánchez

et al. 2019

New Technol Work Employ

View full text Add to dashboard Cite

show abstract

“…see D 'Mello, 2006;Richardson, 2008 andMoore et al, 2008), individualised (e.g. see Belgorodskiy et al, 2012), gender segregated, often offering a chilly climate for women in terms of organisational culture (e.g. see Adam et al, 2006), where women's technical skills are undervalued (e.g.…”

Section: Cross National Comparative Researchmentioning

confidence: 99%

A tour of India in one workplace: investigating complex and gendered relations in IT

Dhar-Bhattacharjee

Richardson

2018

ITP

Self Cite

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A tour of India in one workplace: investigating gendered and complex relations in IT AbstractPurpose: This paper investigates the situation of women working as IT professionals in different regions of India within Multi-National Enterprises (MNEs). The research is part of a cross-national study that compared gendered relations in the UK and Indian IT sector. The complex roles that region, class and caste and gendered values and norms have in shaping women's work and lives in India are discussed. Design/methodology/approach:The cross-national research assumed common themes as part of a programme of in-depth interviewing and observations during site visits. The 'safari method' was adopted by a sole field worker with intimate knowledge of languages and cultures of both India and UK. In-depth interviews and observations were conducted at 5 IT MNEs in 4 cities in India. The research considered notions of intersectionality and difference -how the lived experiences of Indian women are shaped by gender relations and are interconnected with other dynamics like caste and class on regional and cultural differences in India that impact on working in IT MNEs. Findings:The IT sector in India offers opportunities for middle and upper class women professionals with barriers often experienced by women working in IT in Western countries not replicated in India. Nevertheless this has not meant significant improvements in gendered relations at work or in Indian society at large. The role of women at home and within a patrifocal society shapes their experiences at work. There are significant differences in organisational culture even within MNEs sharing common legislative and policy environments. There are also particular influences of regional, class and caste differences manifest in IT workplaces, contributing to inequality. Originality/value:This paper adds to the understanding of the situation of women in IT including within MNEs offering insights into the workings of global capitalist enterprises. The research should lead to an appreciation of the complexity of social differences and whether opening up opportunities for women professionals in India can contribute to inclusive growth or will maintain current patterns of inequality.

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Technological transformation and human resource development of early career talent: Insights from accounting, banking, and finance

Donald

Baruch

Ashleigh

2022

Human Resource Dev Quarterly

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This paper provides insights into the opportunities and risks that the technological transformation of Human Resource Development (HRD) presents in the context of early career talent in the accounting, banking, and finance sector. Three research questions are explored. (1) What opportunities exist for organizations investing in technology as a talent management strategy for recruiting early career talent? (2) What are the risks or threats to organizations from investing in technology as a strategy for recruiting early career talent? (3) What role do meso‐level actors play in recruiting early career talent? More specifically, to what extent do the views of graduate recruiters and career advisors as agents of organizations and higher education institutions align or diverge? Thirty‐six semi‐structured interviews were conducted with graduate recruiters and career advisors. Thematic analysis was subsequently applied, identifying three themes (i) employer branding, (ii) virtual recruitment, and (iii) diversity and social inclusion agendas, each presented opportunities and risks. The theoretical contribution comes from advancing career ecosystems and the new psychological contract as a theoretical framework by focusing on technological transformation and capturing the dyadic relationship between the meso‐level actors. Our paper integrates three topic clusters of HRD interventions and outcomes, national HRD, and career development, while manifesting the role and importance of under‐represented career actors. Practical implications aim to help shape talent management strategies for recruiting early career talent. Capturing the views of career advisors in this study can help organizations identify blind spots and inform policy.

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The gender pay gap in the ICT labour market: comparative experiences from the UK and New Zealand

Cited by 18 publications

References 30 publications

Being a woman in an ICT job: an analysis of the gender pay gap and discrimination in Spain

Being a woman in an ICT job: an analysis of the gender pay gap and discrimination in Spain

A tour of India in one workplace: investigating complex and gendered relations in IT

Technological transformation and human resource development of early career talent: Insights from accounting, banking, and finance

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