Title IX Fighting for Equality - what that
Second-wave feminism was a period of feminist activity, and though it began in the United States in the early s, it lasted roughly two decades. It quickly spread across the Western world , with an aim to increase equality for women by gaining more than just enfranchisement. Whereas first-wave feminism focused mainly on suffrage and overturning legal obstacles to gender equality e. Feminist-owned bookstores , credit unions, and restaurants were among the key meeting spaces and economic engines of the movement. Many historians view the second-wave feminist era in America as ending in the early s with the intra-feminism disputes of the feminist sex wars over issues such as sexuality and pornography , which ushered in the era of third-wave feminism in the early s. The second wave of feminism in the United States came as a delayed reaction against the renewed domesticity of women after World War II : the late s post-war boom , which was an era characterized by an unprecedented economic growth, a baby boom , a move to family-oriented suburbs and the ideal of companionate marriages. Title IX Fighting for EqualityWe argue that sexual harassment is a discriminatory work condition that constitutes a tax on workplace gender minorities.
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This tax creates a disincentive for both men and women to become and remain such minorities. We make these points in three empirical sections.
The first section documents asymmetric harassment risks by gender across workplace sex-ratios in nationally representative survey data from Sweden. Women self-report more harassment than men in gender-mixed or male-dominated workplaces, and men self-report more harassment than women in female-dominated workplaces. We signal a high risk by a vignette of sexual harassment where the victim has the same sex as the survey respondent.
Pooling all respondents, men and women have equally sized preferences against workplaces with harassment. But splitting the sample by risk-levels, the high-risk gender has a larger negative preference than the low-risk gender. The final empirical section returns to the administrative data to study wages and turnover. We find that women face the highest harassment risks in high-paying workplaces and men in low-paying workplaces.
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We conclude that workplace sexual harassment reinforces sex-segregation and the gender pay gap in the labor market. Skip to main content. Main Menu Utility Menu Search. Export subscribe iCal. March Upcoming Events Mar All day.]
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