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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

https://law.vanderbilt.edu/bio/?pid=joni-hersch

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 Updated

    The #MeToo movement brought heightened attention to sexual harassment and a search for new approaches to combat it

    Joni Hersch, July 2024
    Workplace sexual harassment is internationally condemned as sex discrimination and a violation of human rights, and more than 140 countries have enacted legislation prohibiting it. Sexual harassment increases absenteeism and turnover and lowers productivity and job satisfaction. Yet, it remains pervasive and underreported, as the #MeToo movement starkly revealed in October 2017. Standard workplace policies such as training and a complaints process have proven inadequate. Initiatives such as bans on confidential settlements and measures that support market incentives for deterrence may offer the most promise.
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