中文摘要
我们阐述了性骚扰如何加剧劳动力市场中的性别隔离和薪酬不平等。结合全国代表性调查数据和行政数据，我们表明，骚扰与工资在不同工作场所之间均呈现显著且系统性的差异。在男性占主导、工资相对较高的工作场所，女性自报遭受更多来自同事和管理者的骚扰；而在女性占主导、工资较低的工作场所，男性自报遭受更多骚扰。这些模式意味着，骚扰可能通过两种途径加剧性别不平等。第一，骚扰会阻碍女性和男性申请其性别处于少数地位的工作场所中的职位。一项采用假设性工作选择的调查实验支持这一机制。受访者非常不愿接受其自身性别面临较高骚扰风险的工作场所中的职位，但当异性面临较高风险时，这种厌恶程度较低。骚扰加剧不平等的第二种途径，是促使工作场所中的性别少数群体离开原工作场所并转入新工作。对工作场所转换的分析支持这一机制。自报遭受骚扰的女性更有可能转入女性同事更多但薪酬更低的新工作场所。
Abstract
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.