Black female students are statistically least recommended and rated as least prepared for AP Calculus by high school counselors, which has implications for their likelihood of success in the long-term.

When working mothers are seen as breadwinners, they are offered higher salaries and more leadership training opportunities in the workplace. 

The presence of diversity programs (such as diversity training or affirmative action) makes it more difficult for women to detect sexism, than when diversity structures are absent.

Entrepreneurs displaying stereotypically “feminine” behaviors during venture capital “elevator pitch competitions” are less likely to be selected as finalists regardless of actual gender. 

Initiatives providing mentoring, additional information, and nudges to encourage more female economics majors have a greater effect on female students with above-median grades, increasing their likelihood of majoring in economics.

White men perceive companies that highlight their gender diversity (by including White women) as being more prestigious than companies that do not, while companies that highlight gender and racial diversity are not seen as more prestigious by White men.

Innovative research by women is underfunded because of gender differences in writing style.

Start-up funders tend to ask men about how they will promote success and women about how they will prevent failure, contributing to the gender gap in funding allocation.  Replying to prevention-focused questions with promotion-focused answers can help founders counter biased motivational questions.

Being in a job that underutilizes a person's skills is as damaging to a person's work history as a year of unemployment, and men are penalized for having part-time employment histories while women are not.

When employers are informed that the norm is to hire more candidates of one gender, they tended to not exhibit norm-abiding behavior, with men demonstrating backlash.