Perceiving greater women’s representation in organizations’ top leadership leads people to overgeneralize women's access to equal opportunities, which in turn predicts lower concern with ongoing gender inequality in other domains.

One-day financial education training programs may be cost-effective interventions for improving the financial behaviors of women from poor households. 

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.

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.

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.

Advertisements that emphasize the personal benefits of applying to government jobs are effective in eliciting diverse candidates to apply.

When seeking investors via crowdfunding, female entrepreneurs benefit from the stereotype that they are more trustworthy than male entrepreneurs.

The presence of a female role model can buffer women’s math test performance in the face of gendered stereotypes that can cause stress and lead women to underperform men in this field.

In the high-tech industry, women without technical expertise are less likely to be awarded venture capital than their male counterparts who lack this same technical expertise. This gender gap does not exist when comparing men and women who both possess technical skill.