Sexual Harassment and Gender Inequality in the Labor Market

Abstract We describe how sexual harassment contributes to sex segregation and pay inequality in the labor market. Combining nationally representative survey data administrative data, we show that both wages vary strongly systematically across workplaces. Women self-report more from colleagues managers male-dominated workplaces where are relatively high, men female-dominated low. These patterns imply two ways may contribute gender inequality. First, deters women applying for jobs they minority. A experiment with hypothetical job choices supports this mechanism. Respondents highly averse accepting a higher risk their own gender, but less when people of opposite at risk. second way is by making workplace minorities leave new jobs. An analysis transitions who likely switch female lower pay.