Encouraging women to reflect on the lessons of past experiences of sexist discrimination can improve subjective well-being, while also motivating action for positive change. 

Supply-side factors, such as the heavy burden of family duties and societal expectations, are the primary factors that discourage women from running for public office, leading to low representation of women in politics in Japan. Demand-side factors, such as voters' opinions of female candidates, were not significant determinants of this issue. 

Evidence suggests overqualification (i.e., possessing more qualifications than necessary for a job) impacts hiring outcomes for women and men differently.

People are more likely to choose candidates whose gender would increase group diversity (e.g., women in a male-dominated environment) when hiring multiple group members rather than when making a single, isolated hiring decision.

Restructuring competitions in lab settings and in the workplace so that competition is the default significantly reduces the gender gap and may decrease gender imbalances in leadership positions or career trajectories in organizations.

Female leaders exhibiting high levels of relational behaviors are trusted more than male leaders exhibiting high levels of relational behaviors when organizations are in crises with low uncertainty about consequences.

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.

Male and female faculty revealed a 2:1 preference for hiring women across both math-intensive and non-math-intensive fields, with the single exception of male economists, who showed no gender preference.