Extending candidate shortlists (which are typically used as an informal recruitment process in organizations) could help close the gender gap in hiring. 

Encouraging students not to incur in gender discrimination is likely to be ineffective; a more effective approach is to present them data of past gender discrimination made by students. 

In an experimental study in the U.S., when women are assigned a harder, higher-paid task, they experience an increase in earnings, regardless of whether they stated a preference for an easier or more challenging task. 

Without self-promotion, female software engineers are left behind in tech recruitment.

In Germany, female job applicants with Turkish names received callbacks at lower rates than those with German names, despite comparable qualifications. This effect was particularly significant for applicants with Turkish names who wore headscarves. 

Employment chances of minority applicants depend on how well they are perceived to align with the feminine or masculine traits of the job. While white women are strongly preferred for female-type jobs, women of color are not given a similar advantage.
 

Intervention by a third party and gender determine if, and to what extent, an ally chooses to confront a prejudicious comment.

Inside STEM organizations, Black women report feeling greater trust and belonging when there is perceived allyship from other female employees.

At an Indian garment factory, employer-sponsored childcare increases working mothers' attendance, especially among mothers with daughters. 

People with disabilities (whether they are blind or they use a wheelchair) are rated as ruder and less warm after confronting patronizing help. Blind people are penalized more along these metrics than those using wheelchairs and patronizing behavior towards them is perceived as more appropriate. Gender does not have an impact on the perceived warmth of people with disabilities, before or after confronting patronizing help.