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We combine two field experiments in Bangladesh with a structural labor model to identify paternalistic discrimination, the differential treatment of two groups to protect one group, even against its will, from harmful or unpleasant situations. We observe hiring and application decisions for a night-shift job that provides worker transport at the end of the shift. In the first experiment, we use information about the transport to vary employers’ perceptions of job costs to female workers while holding taste-based and statistical discrimination constant: Not informing employers about the transport decreases demand for female labor by 21%. Employers respond more to transport information than cash payments to female workers that enable workers to purchase transport themselves. In the second experiment, not informing applicants about the transport reduces female labor supply by 15%. In structural simulations, paternalistic discrimination has a larger effect on gender employment and wage gaps than taste-based and statistical discrimination.