Analysis of the Impact of Technological Advances Such as Big Data and AI on Gender Equity of People Management in Organisations

Yingwen Zhang

doi:10.54691/bcpbm.v17i.389

Abstract

With the advent of Industry 4.0, the development of intelligent technology solutions (ITS) such as big data and artificial intelligence (AI) has brought some changes to organisational people management. To further understand the impact of the development of ITS on gender equity in organisational people management, this paper analyses the positive and negative aspects of organisational people management equity in the context of rapid technological development from the perspective of women in three dimensions of human resource management: recruitment, performance management and compensation management, and proposes corresponding solutions to these impacts to provide some reference ideas for ensuring gender equity in organisational people management.

Highlights

Many people worry that women cannot be competent for men in the same position or break through the 'glass ceiling' and achieve success, which is due to the undervaluation of the ability of women, that is stereotypes and bias on women
intelligent technology solutions (ITS) is integrated into the talent acquisition, performance appraisal and remuneration processes by using technology to reduce human intervention in order to improve the fairness of people management and increase the diversity and inclusiveness in organisations
It shows that in Industry 4.0, the advancement of the Internet and technology promotes the integration of ITS in-people management, which allows organisations to make more use of technology in recruitment, promotion and assessment, and salary distribution to reduce the bias and stereotypes of women caused by human intervention in the workplace, avoid inequalities and increase the standardization and fairness of employment

Summary

Introduction

Many people worry that women cannot be competent for men in the same position or break through the 'glass ceiling' and achieve success, which is due to the undervaluation of the ability of women, that is stereotypes and bias on women. Some scholars hold the view that segregation makes it more difficult to directly compare the skills or contributions of women and men, which may conceal the impact of gender on salary differences between departments and organisations, as well as the pay and grades in organisations [1] This segregation may lead to the division of jobs by gender, that is, women and men may be treated inequality when competing for the same position or in terms of pay and rank within the company because some positions may be considered more suitable for men, while women are not considered to be able to break the 'glass ceiling' and succeed. This article argues that in addition to the development of Information Technology (IT), it is important to strengthen corporate cultural inclusiveness, transparency in decision-making and government policy intervention to avoid gender bias and inequality in people management

Positive Impacts

Negative Impacts

Solutions

Findings

Conclusion