How Much Does Workplace Sexual Harassment Hurt Firm Value?

Discrimination announcements, employee opinion, and capital structure: Evidence from the EEOC

“…(2019); and discrimination findings between firms, from Au, Dong et al. (2022) and Hacamo (2022), provide external validation that these issues are not detrimental to the findings.…”

“…Specifically, employee surveys, the best place to work awards, the opinion of corporate analysts, and the opinion of industry leaders can impact firm outcomes (Green et al., 2019). There is also more evidence that discrimination‐related issues, such as sexism, have adverse effects on corporate finance (Au, Dong et al., 2022; Au, Tremblay et al., 2022; Lins et al., 2022). However, these studies have yet to analyze the relationship between employee discrimination publicity and employee opinion of the CEO and firm.…”

The habitus of misogyny: Bourdieu and the institutionalization of sexist abuse in the video games industry

“…In 2018, employees of Riot Games sued the company for gender discrimination; the company was then forced to pay a $100 million settlement (Ashcraft, 2021). When also viewed in light of research that demonstrates sexism can negatively affect productivity and employee satisfaction (Au et al, 2023), it seems clear that sexist abuse at video game companies is a problem that affects not just corporate finances but the wellbeing of employees as well. Hence, there is a need for more scholarly attention to be paid to how workplace conditions, specifically widespread sexism, may be affecting the industry.…”

Corporate Culture

“…Other approaches that have been used include those by Fiordelisi et al (2018), who use 10-K reports to quantify the competing values framework of Cameron et al (2006), and by Bellstam, Bhagat & Cookson (2021), who use analyst reports to quantify innovativeness via a latent Dirchlet allocation (LDA) method. Additional research using NLP techniques to quantify culture focus on a single element, such as trust (Loughran & McDonald 2016), flexibility (Au, Dong & Tremblay 2021a), gender (Adams, Akyolc & Grosjeand 2021), sexual harassment (Au, Dong & Tremblay 2021b), risk-taking (Garcia, Harithsa & Owusu 2021), and workers' access to interesting projects (Tambe, Ye & Cappelli 2020).…”

“…Cline, Walkling & Yore (2018) find that personal managerial indiscretions separate from the firm's business activities not only result in significant wealth loss for the CEO but also reduce operating margins and lead to both forced turnover of employees and pay cuts. Finally, a number of studies link discrimination risk with leadership choices (Au, Dong & Tremblay 2021b;Lins et al 2021).…”