While generally women are more risk averse than men, when women have even small amount of income, they are more willing to take future risks. Instead, men increase their risk-taking after winning, even if the odds do not favor them subsequently.

When an employer clearly states that employees can negotiate their salaries, the gender gap in job applications and negotiation closes.

When a woman is the only female in a high-prestige work group, she is unlikely to recruit another woman to her team for fear of being outperformed or undervalued, however, she is just as likely to recruit another woman when the high-prestige work group is already majority female.

Providing information about male and female employees’ individual contributions to a group task, or information about female employees’ competence in previous tasks, reduces negative assessments about women’s contribution to group work.

Women who initiate negotiations in the workplace are more likely to be penalized than their male counterparts.

Mothers face penalties in hiring, starting salaries, and perceived competence while fathers can benefit from being a parent.

Men evaluate women as contributing less leadership and having fewer skills when there are two women in a group compared to when there are one or three.   

Women who participate in women-only substance abuse treatment programs benefit from reduced PTSD and better treatment outcomes than women in mixed-sex treatment programs.

In stock brokerages, women are assigned smaller accounts, which leads to a gender wage gap in performance-based pay.

In mixed-sex environments, women are more likely than men to perform tasks that do not lead to promotion.