In 2017, women who were raped at work were far more likely to be fired than men who were assaulted at work, according to a study published by Harvard Business Review.
The study found that of the 5,300 men and women who had been sexually assaulted at the workplace, more than half had been fired for misconduct.
Among the 1,700 women who’d been assaulted at a work location, only 20% had been disciplined for their assault.
And in 2016, the majority of the victims were female.
But the results of the Harvard study were more complicated than simple odds.
The research team also looked at the gender pay gap, which is a statistic that measures how much an employee’s gender salary matters to her or him.
In the workplace with a pay gap of 10%, the researchers found that the rate of harassment was higher for men than for women.
In contrast, the rate was lower for men with a gap of 5%.
That means that, in the workplace where the gap is at 10%, women are twice as likely as men to be harassed at work.
The pay gap for women at the same workplace, however, is much lower.
According to a 2017 study published in the American Economic Review, the gender wage gap is only 7.9%.
The gender pay difference between men and females is more like 20%.
But the difference between the two is even smaller.
For example, a recent study from Harvard Business School found that women make up only 0.5% of employees at large companies, but they account for about 4% of the total number of female workers.
So, it’s not just that women are underrepresented in the workforce, but that women in particular are overrepresented in low-paying fields, such as accounting.
The number of women in the finance industry, for example, has grown by more than 70% in the last two decades, from 1,200 to 5,500.
That is an increase of more than 200% in just 10 years.
The finance industry has seen a steady stream of female CEOs.
It’s also the sector with the highest share of female-led startups, according the New York Times.
This means that there is more women than men in the financial services industry.
But when it comes to the pay gap at work in the same field, women in finance are less likely to receive promotions, according a 2017 survey by the Equal Employment Opportunity Commission.
A 2015 study from the National Bureau of Economic Research found that in 2015, only 28% of male workers in the fields of accounting, marketing, and finance had been promoted compared to 60% of female ones.
And the survey found that there are fewer women than male employees in accounting, accounting, and marketing.
Women account for only 5% of all salespeople and clerks, according Toobin.
The reason why the pay gaps are so high at the finance field are a number of factors, including a lack of diversity in the hiring process, said the Harvard Business study.
In addition to the gender differences in pay, there are other factors, too.
The Harvard Business Study was based on interviews with 3,000 people who were employed in accounting and marketing jobs, and then those interviews were followed up by a second survey.
Those questions were then used to create a detailed portrait of the job, including the gender composition of the entire workforce, how often employees were involved in the business and what was the compensation.
In order to determine if there was any correlation between the gender makeup of the workforce and the pay disparities, Toobin looked at how the women’s pay would compare to that of men and other similar industries.
For women, she found that, at the accounting and finance jobs, the gap was larger than the gap in other fields.
The data she obtained suggested that the pay differences for women in accounting were much more pronounced than the pay disparity for men.
At the same time, the pay discrepancies for men were much less pronounced than those for women, which makes sense, said Toobin, because the men’s pay was lower than the women.
“I would guess the gender gap is much larger than what we would expect based on what we know about pay differences,” she said.
The gender wage differences are a problem for women because, according their study, it “would imply that the gap might be even greater for women than for men in a certain category.”
That means the gap between women and men could be higher for women who are also women than the gender difference for men, Toobin said.
“The gender pay differences are an issue for women that they don’t have the resources to address.”
What to do about the gap The first step is to educate employees about the pay issues.
Toobin suggests that employees should not just sit back and watch as the pay differential grows.
“We want them to know that the salary gap matters, and it matters for men and it’s important for women,”