Sex-stratified labor market (separate and unequal jobs) and sex-typing of jobs (assumption that certain kinds of work are "inherently" feminine or masculine). Advantages to employers: they can pay women less, and threaten male workers that they'll be replaced by women. Advantages to men: monopoly over best jobs.

Structural inequalities prevent women from having equal access to technical jobs. This includes: upbringing that discourages interest in technology, lack of formal and informal training in using technology, "macho" computer culture, gendered relations as work (men automatically assumed to be more authoritative), long working hours and lack of childcare, discrimination in hiring and promotion, exclusion from male-only social networking, lack of support (or even hostility) from unions.

Employers try to put women into artificial gender roles. Women factory workers are assumed to be cheap, nimble, docile, productive, and (ironically) without family obligations--but real women don't necessarily fit this stereotype; management has to use draconian measures to keep women within this artificial role.

Gendering of technology: People extend gender ideas to the computers themselves, claiming that the keyboard, mouse, operating system, etc. is "feminine" or "masculine," based on the type of person they expect to use these particular features.

Organization of work shapes women's relation to technology: division of labor, design of jobs, types of management control/monitoring, social contact/isolation, definition of jobs as skilled or unskilled, allocation of prestige and rewards, chance for advancement.

Technology can be used to reshape the organization of work for better or worse. "Taylorizing" makes work more routine, repetitious, unskilled. Feminist designs try to make work more interesting, varied, and skilled while creating upward career paths for workers.

Skill is a gendered concept: men's jobs are assumed to be more skilled than women's. Men are seen as having "acquired skills"; women are seen as having "innate characteristics". Results: when male jobs are automated, women are hired to do them for less pay. Similarly, when a task becomes more prestigious (like using a desktop computer), men start doing it.

Women's skills are made invisible in the workplace. Lack of training means women have less chance to develop skills or prove that they have them (and that their jobs require them). Interpersonal skills are seen as innate in women and therefore nothing special. Lack of bargaining power (often due to absence of unions) means that female workers are less able than men to demand that their skills be recognized and rewarded by employers.