When an organization is failing, Black women leaders are evaluated more negatively than Black men, white women or white men.

In majority male teams, both male and female team members rated male leaders as more exemplary than female leaders, but this effect was eliminated in more gender-balanced teams.

Investors preferred pitches presented by male entrepreneurs compared to pitches made by female entrepreneurs, even when the content of the pitch is the same. Attractive men were particularly persuasive, whereas physical attractiveness did not matter among female entrepreneurs.

Setting politically correct norms helps promote the free expression of ideas in mixed-sex work groups by reducing anxiety about sharing potentially offensive ideas.

While gender stereotypes encourage more men to pursue entrepreneurship than women, explicitly stating that there is a stereotype can actually help nullify it.

When exposed to information about the positive effects of formal childcare, women with more education were more likely to stay in the labor force and use daycare, while women with less education actually decreased their willingness to stay in the labor force.

Formalized workplace sponsorship programs benefit men far more than women, but harnessing the positive impact of sponsors’ confidence in female protégés’ abilities could help close gender gaps.

Gender gaps are more likely to emerge in negotiations when there is a lack of clarity about compensation or price standards.

Both male and female employers are less likely to hire women for arithmetic tasks, even though both genders perform equally well.  This gap persists even when employers receive information about the candidate’s past performance.

When female math, science, and engineering students view situations in which they are the minority, they experience more physiological and cognitive vigilance and a lower sense of belonging.