Recognizing that effort is normal and necessary for success, rather than emphasizing the importance of  “natural talent”, can increase women’s sense of belonging and motivation to continue in male-dominated STEM fields.

An online training program helps women develop the resilience, confidence, and problem-solving skills to persist in their pursuit of PhDs in STEM.

When presented with evidence of how gender bias disadvantages women in STEM fields, men evaluate this research more negatively than women.

Based on fictitious resumes, LGBTQ women received fewer invitations to interview than perceived heterosexual women when applying online to jobs in several states.

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.

Men whose gender identity was threatened demonstrate stronger masculine preferences (such as belief in male superiority) and dominant attitudes, and men with high testosterone levels showed significantly strong reactions to masculinity threats.

While public recognition for altruism inspires some people to donate more, women tend to choose contributions closer to the average, suggesting that they do not want positive or negative attention.

Cultural differences can impact the gender gap in competitiveness, as evidenced by three ethnic groups with differing gender role expectations in China.

Women have a higher number of life goals than men, though a smaller proportion of these goals involves achieving power at work. Women also find high-level positions just as attainable but much less desirable than men, anticipating more negative outcomes and greater conflict with other life goals.

In-kind grants of inventory, equipment, and supplies increase business profits for a significant proportion of female-owned microenterprises in urban Ghana, whereas cash transfers do not.