Business teams with an equal number of women and men perform better in terms of sales and profits, than do male-dominated teams.

Women can achieve better outcomes in salary negotiations without experiencing social backlash by providing a legitimate rationale for their ask, while communicating their concern for maintaining good organizational relationships.

Affirmative action improves women’s willingness to compete.

Although men outperform women in time-pressured math-based competition, women perform equally well in math-based competition without time constraints.

Decrease gender bias in hiring and promotion decisions by evaluating candidates in groups, rather than one by one.

Male managers choose competitive compensation schemes significantly less often for female workers than male workers.   

Being in a position of power in a group increases the volubility of men, but not the volubility of women.

The use of gender-exclusive language (such as using masculine pronouns) can cause women to feel ostracized and less motivated in important professional environments.

Observing and interacting with female experts in STEM fields improved female students’ attitudes towards those fields and increased their interest in pursuing STEM careers. 

Men who are employed in jobs that are strongly associated with women, and vice versa, are more strongly penalized for making mistakes than those in positions associated with their own gender.