Sex-based harassment towards a fictionalized female bartender was seen as more acceptable by participants when the worker received tips.  

Gender quotas increased women’s participation in competitive environments, particularly at higher levels.

Programs highlighting the pervasiveness of gender bias may contribute to the mindset that gender bias cannot be changed. However, discussing concrete tools for addressing bias in such trainings can promote participants' belief in their ability to take action to address bias.

Employment opportunities for refugees significantly boosted their psychological well being. For women refugees, it also increased their perceptions of household power and intolerance for intimate partner violence.

Claims of compound discrimination (from women of color suffering from sexism and racism) are perceived as neither more troublemaking nor less credible than claims of sexism or racism alone

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. 

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.