If job-search is costly for workers, unprejudiced employers (who hire women) may take advantage of the fact that female workers find it harder to be employed in a market with (even only few) prejudiced employers, and offer them lower wages (Black, 1995). Gender gaps may also persist in the absence of strong negative priors if male employers are better at judging the talents of male employees than of female ones (Aigner and Cain, 1977). Education is a costly investment and employers’ underestimation of women’s talents reduces its value for women.