Surveillance continues to evolve with the new developments in technology. Information and communication technology (ICT) has enabled wider social surveillance, including in the workplace. The article by Stark et al. (2019) focuses on highlighting the gendered aspects of facial recognition technology (FRT) in workplace surveillance. The aim of the article was to investigate female-gendered perspectives of FRT and workplace surveillance. Data for the study was collected using information derived from studies conducted by the Pew Research Center on female employees across different sectors of the economy. The findings indicate that female workers did not support the use of FRT at the place of work, which they consider to be a form of inequality.
The main result of the work involved allowing female employees to express their considerations regarding FRT and their application for gendered surveillance and discrimination. Based on their reaction, women fear FRT mainly because it can be employed to monitor their physical appearances, such as clothing, makeup, and body shape. They feel that such surveillance could result in gendered predispositions and conclusions. This is the most important outcome because it accentuates the prospective adverse impact of FRT on female employees’ well-being and job performance. The research by Stark et al. (2019) further reveals that female workers were more likely to encounter stress, anxiety, and reduced job satisfaction due to FRT in workplace surveillance. The finding underscores the need for employers to assess the gendered impact of FRT and formulate policies and procedures to manage their concerns.
In conclusion, the article delivers beneficial insights into the gendered perspectives of FRT in workplace surveillance. The findings emphasize the significance of dealing with the potential adverse effects of FRT on the job performance and well-being of female workers. It guides employers in considering gendered perspectives while enforcing FRT in the workplace. The approach will guarantee fairness and equity at the place of work for all employees.
Reference
Stark, L., Stanhaus, A., & Anthony, D. L. (2020). “I don’t want someone to watch me while I’m working”: Gendered views of facial recognition technology in workplace surveillance. Journal of the Association for Information Science and Technology, 71(9). Web.