[mattnewton]

So you are banking on there being enough women who leave discriminating employer in your field to fill all available positions. In that case there is just a lot of labour - I don’t see why employer 1 isn’t lowering their wages of new recruits anyways.

Also, the discriminating employer is presumably not discriminating openly, or they will be sued. So there is limited information on your part to find the right pricing for just women.

Wages are also sticky, it is hard in many industries to blanket cut them across the board without a real cost to morale and the quality of the labour you attract.

In practice I cant imagine a real firm that could execute on this strategy.