The discourse on the digitalization of (work)organizations is predominantly characterized by a technology-deterministic perspective that focuses primarily on the (everyday) consequences and possibilities of digitalization (cf. Nassehi 2019). Also, from a gender-political perspective, mainly the potentials and risks of technology usage for gender relations in organizations are discussed, which arise, for example, through changed possibilities of flexibility or the phenomenon of biased algorithms. In this sense, technologies are often already recognized in their socio-technical construction, whereas organizations tend to be addressed as neutral frameworks of digitization (cf. Carstensen/ Prietl 2021; BMFSFJ 2021). From an organizational theoretical perspective, however, questions are becoming increasingly virulent that focus on a more active role of organizations in digitalization and the emergence of new cultural forms based on digital infrastructures. In particular, the concept of digitality (Stalder 2016) raises a perspective that emphasizes the cultural significance of digitalization for organizations. In this sense, organizations and their actors are no longer exclusively confronted with the introduction of technologies, but rather are actively involved in the production of a new culture of digitality, which becomes visible in changed organizational practices (cf. Büchner 2018). However, it also becomes clear that the more the debate about digitization in organizations turns to a cultural approach, the less influence a gender-sensitive perspective has had so far. This becomes particularly relevant because, from a praxeological perspective, the central actors in the creation of a new digitality are not neutral entities, but are situated in gendered power relations themselves. (ct. Acker 1990; Wajcman 2010). To address this desideratum, the constitutive relevance of gender for organizational digitality will be demonstrated, building on concepts from feminist organizational and technology research. In addition, initial praxeological considerations for capturing gender in organizational digitality will be presented and subsequently discussed using the example of organizational digitality of workspaces in universities.

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