Sexual Harassment and Gender Inequality in the Labor Market
结合全国调查和行政数据，发现性骚扰在男女主导的工作场所中模式不同，并通过阻止求职和促使离职两种机制加剧性别隔离和工资不平等。
Abstract We describe how sexual harassment contributes to sex segregation and pay inequality in the labor market. Combining nationally representative survey data and administrative data, we show that both harassment and wages vary strongly and systematically across workplaces. Women self-report more harassment from colleagues and managers in male-dominated workplaces where wages are relatively high, and men self-report more harassment in female-dominated workplaces where wages are low. These patterns imply two ways that harassment may contribute to gender inequality. First, harassment deters women and men from applying for jobs in workplaces where they are the gender minority. A survey experiment with hypothetical job choices supports this mechanism. Respondents are highly averse to accepting jobs in workplaces with a higher harassment risk for their own gender, but less averse when people of the opposite sex are at higher risk. A second way that harassment contributes to inequality is by making workplace gender minorities leave their workplaces for new jobs. An analysis of workplace transitions supports this mechanism. Women who self-report harassment are more likely to switch to new workplaces with more female colleagues and lower pay.