Econ Papers Daily / 期刊论文
内部人、外部人与非自愿失业：性骚扰加剧性别不平等
Insiders, outsiders, and involuntary unemployment: Sexual harassment exacerbates gender inequality
摘要
Sexual harassment is perceived to be a major impediment to female labor force participation. Using data on workplace sexual harassment precedent in US Circuit Courts, we exploit the random assignment of judges and the fact that a judge’s gender and party of appointment predict decisions in sexual harassment cases to estimate the causal impact of pro-plaintiff sexual harassment precedent on the adoption of sexual harassment human resources policies and reduction in gender inequality. Consistent with an insider–outsider model of involuntary unemployment, forbidding sexual harassment encouraged entry of outsiders and reduced gender inequality along the dimensions of hours worked and wages, particularly in the construction industry, which was heavily affected by sexual harassment litigation, but these ameliorative effects are reduced for insider women. Pro-plaintiff decisions spurred the adoption of sexual harassment human resources policies and increased female employment shares. The effects were comparable to the Equal Employment Opportunity Act’s impact on black employment share.
中文摘要
性骚扰被认为是阻碍女性劳动参与的主要因素。利用美国巡回法院工作场所性骚扰判例的数据，我们借助法官的随机分配以及法官性别和任命党派可预测性骚扰案件判决这一事实，估计有利于原告的性骚扰判例对性骚扰人力资源政策的采纳以及性别不平等减少的因果影响。与自愿失业的内部人—外部人模型相一致，禁止性骚扰促进了外部人的进入，并在工作时间和工资维度上减少了性别不平等，尤其是在受性骚扰诉讼严重影响严重的建筑业，但这些改善效应对内部人女性有所减弱。有利于原告的判决促使了性骚扰人力资源政策的采纳，并提高了女性就业份额。其影响与《平等就业机会法》对黑人就业份额的影响相当。