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Joni Hersch

Vanderbilt University, USA, and IZA, Germany

Drawing on research throughout the world, the IZA World of Labor provides immediate and highly readable access to the frontier of labor policy. It is a remarkable resource for communicating the key findings on a broad range of labor policy matters

IZA World of Labor role

Author, Topic spokesperson

Current position

Professor of Law and Economics, Vanderbilt University Law School, USA

Research interest

Employment discrimination and empirical law and economics

Website

http://bit.ly/Hersch_Vanderbilt

Past positions

Adjunct Professor of Law, Harvard Law School (2004–2006); Professor of Economics, University of Wyoming (1995–1999)

Qualifications

PhD Economics, Northwestern University, 1981

Selected publications

  • “Fifty years later: The legacy of the Civil Rights Act of 1964.” Journal of Policy Analysis and Management 34:2 (2015): 424–456 (with J. B. Shinall).

  • “Opting out among women with elite education.” Review of Economics of the Household 11:4 (2013): 469–506.

  • “Immigrant status and the value of statistical life.” Journal of Human Resources 45:3 (2010): 749–771 (with W. K. Viscusi).

  • “Profiling the new immigrant worker: The effects of skin color and height.” Journal of Labor Economics 26:2 (2008): 345–386.

  • “Compensating differentials for gender-specific job injury risks.” American Economic Review 88:3 (1998): 598–607.

article(s)

  • Sexual harassment in the workplace

    Despite being illegal, costly, and an affront to dignity, sexual harassment is pervasive and challenging to eliminate

    Joni Hersch, October 2015
    Workplace sexual harassment is internationally condemned as sex discrimination and a violation of human rights, and more than 75 countries have enacted legislation prohibiting it. Sexual harassment in the workplace increases absenteeism and turnover and lowers workplace productivity and job satisfaction. Yet it remains pervasive and underreported, and neither legislation nor market incentives have been able to eliminate it. Strong workplace policies prohibiting sexual harassment, workplace training, and a complaints process that protects workers from retaliation seem to offer the most promise in reducing sexual harassment.
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