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

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.

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.

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

Two experimental business development programs for female microentrepreneurs in Lima, Peru showed that both women in the group that received general training and those in the group that received general training in addition to technical assistance experienced increased sales revenues and significant growth two years after the end of the treatment programs.

When women are exposed to female gender role information, the strength of their attitudes is reduced and they are more susceptible to persuasion. However, when men and women are exposed to male gender role information, they process messages more thoughtfully.

Academic achievement (grade point average, or GPA) has relatively no impact on the likelihood of men being hired in entry-level jobs whereas women are most hirable if their resumes portray moderate academic achievement. Moderate academic achievement is associated with increased likeability among women candidates. 

In Uganda, couples workshops increased subsequent household participation of these couples in women's empowerment interventions.

Cash transfers affect women and men's livelihoods differently when it comes to the reasons for why they choose to migrate.