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KPOs: Bridging the Gendered Divide?

KPOs: Bridging the Gendered Divide?. Martina Mettgenberg Manchester Business School June 2006. Divides- digital, gender and other. Literature about the digital divide focuses on access to the internet

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KPOs: Bridging the Gendered Divide?

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  1. KPOs: Bridging the Gendered Divide? Martina Mettgenberg Manchester Business School June 2006

  2. Divides- digital, gender and other Literature about the digital divide focuses on access to the internet Market forces and falling prices have been given rise to the idea of affordability for all Yet: despite the seemingly cheap equipment, internet use depends on skills, education, preferences, class even gender, which are markers of identity other than economic = the divide is not digital but social/cultural/gendered These markers play a role in the division of labour on an organisational, national and international level.

  3. Exploring Divides in UN Policies • ITU: fixed lines, mobile connections and internet access • ILO 2001: access increases success = trickle-down • 2004: indicators for gender gap and bridging it: - employment by status - employment by sector - wages and earnings • MDGs - Focus on Poverty, but not on Growth and Sustainability • Yet: a lot of the ICT use is facilitated by corporations and private businesses rather than development org’s • UNRISD findings on impact of liberalisation • What are the implications of that?

  4. One Research Project and its Research Questions Project broadly looks at social implications of offshoring and follows up some of the issues looking at corporate organisation as areas of production and consumption. Main Questions: 1. What role do KPOs play in processes of globalisation in India? What chances do they offer employees? In what ways and to what ends do employees use their employment in KPOs? 2. What do KPOs offer and how does this satisfy/advance/shape female employees’ life choices and aspirations?

  5. Business Process Outsourcing (BPO) and Knowledge Process Outsourcing (KPO) Recent Interviews about the research project and in particular BPO and KPO revealed the following: Similarities: • Demographics • Staff turnover • Wages and status Differences: • Working hours/conditions • Level of Skill Possibilities for Growth in Skill and Life ?? Interviews, perhaps unsurprisingly, revealed discrepancies between leadership perceptions of women’s aspirations and women’s actual expectations. They did so in two ways: • obvious discrepancy, but an awareness • Complete denial and emphasis on meritocracy and equality Implications of that?

  6. Thanks. martina.mettgenberg@gmail.com

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