Encouraging women to reflect on the lessons of past experiences of sexist discrimination can improve subjective well-being, while also motivating action for positive change. 

Light-touch, employer-led interventions did not break down opposition to women’s employment in Karnataka, India. 

Gender sensitization programs revealed positive results in guiding adolescents towards equitable views and positively influence their understanding of gender norms.  

Gender leadership gaps could be reduced by giving women the choice to opt out of rather than opt into a leadership role. 

By directly depositing wages into women’s own bank accounts paired with information sessions teaching them how to use bank accounts, India’s public workfare program increased female labor force participation in Madhya Pradesh.

In India, women from most marginalized populations disproportionately benefit from women’s self-help groups receiving maternal and newborn health behavior change communication interventions.  

Switching from a plurality to a proportional representation system increases equality in electoral participation along one central dimension: gender.

Using random selection from a preselected pool of applicants closes the gender gap in competitiveness and can increase the number of high-performing women who apply to senior-level positions.

Redesigning résumés reduces discrimination against female jobseekers with child-related employment gaps and overall improves hireability of applicants with and without employment gaps. 

Supply-side factors, such as the heavy burden of family duties and societal expectations, are the primary factors that discourage women from running for public office, leading to low representation of women in politics in Japan. Demand-side factors, such as voters' opinions of female candidates, were not significant determinants of this issue.