Having more women on the board leads to companies being more proactive about minor defects and more responsive to major defects in their products.

Claims of compound discrimination (from women of color suffering from sexism and racism) are perceived as neither more troublemaking nor less credible than claims of sexism or racism alone

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. 

The inclusion of gender pronouns in organization materials can serve as an effective identity-safety cue to gender and sexual minorities. 

When senior partners have more daughters, their venture capital firms hire more women, improving deal and fund performance. 

Appointing women into top management might mitigate the gendered expressions in language that describe women as less agentic than men.

Though most workers are not willing to accept lower wages for some types of flexible work arrangements (e.g., scheduling flexibility to set their own days and times of work at a fixed number of hours, or the ability to choose the number of hours they work), women are generally more willing than men to give up more of their pay in exchange for flexible work options such as working from home and avoiding irregular work hours, especially if they have young children.  

Subtle shifts in linguistic cues, such as describing science as an action instead of as an identity, may decrease the gender gap in science among young children.

Although women may financially benefit from choosing to negotiate in some cases, there are other cases in which increased negotiation can negatively impact women and result in less pay.

Evidence suggests overqualification (i.e., possessing more qualifications than necessary for a job) impacts hiring outcomes for women and men differently.