What is the purpose of this research?

Despite popular attention in recent years, there has been very little research documenting how individuals’ histories of workplace misconduct are shared with current and future employers. Our study has the potential to produce novel and innovative results about how misconduct allegations are responded to and if they have consequences on future employment.

What do we mean by workplace misconduct, or deviance?


Workplace deviance is a broad category encompassing a variety of criminal, illegal, or against-policy behaviors that threaten company property, productivity, or its employees. However, we are focused on a few narrow versions of workplace misconduct: 1) property misconduct, including fraud, embezzlement, gambling, and generally misusing company funds, and 2) harassment and discrimination, including sexual harassment, racial and gender discrimination, disability discrimination, and other behaviors deemed to create a “toxic work environment.”

Note: we are interested in all forms of termination, voluntary and involuntary.

How are we studying this topic?

To begin, we are conducting interviews with people who have experience with hiring, termination, and management in the finance and technology industries, two fields with some of the highest gender gaps in participation and earnings.

We are inviting you to participate in this research study because we think we can learn a great deal from your valuable experiences and perspectives.

Click here or keep reading this page to participate.

Why are we focusing on the technology and finance sectors?


According to a 2017 report from the Bureau of Labor Statistics,

Women make up only 10% of architecture and engineering managers, and still only 28.5% of computer and information system managers. Earnings differ by almost $15,000 for men and women in this position.

Among personal financial advisors, 32% are women, but women have a median annual income of $71,154, compared to $108,199 for men with the same job.


Across all computer, engineering, and science occupations, women comprise only 24% of employees. The largest participation gap exists between computer network architects, 7.5% of whom are women.

In 2018, women made up 41.5% of professional and business services overall, but 27.2% of computer systems design and related services, 43.5% of management of companies and enterprises, and 25.5% of architectural, engineering and related services.

These are a few trends highlighting the significant gender gaps in finance and tech, having potential implications for how companies respond to workplace misconduct and harassment in these industries.