In the United States, differences in salary negotiation behavior are shaped by both gender and race. White women, Asian women, and Asian men feared more backlash for being too demanding in negotiations, as compared to White men.

A greater range of task options can motivate female employees to take on challenges and, as a result, benefit from potential higher earnings. 

Women's perception that they will have less power in majority-male leadership groups decreases their desire and intention to seek leadership roles. 

Observers of sexual harassment intend to report incidents at much higher rates than they actually do. Women, however, are more likely to report observing sexual harassment than men. 

In Bolivia, ethnic discrimination in microfinance prevents indigenous women from obtaining loans at the same rate as their non-indigenous counterparts.

Both men and women face repercussions for briefly stepping away from child-care or professional responsibilities, regardless of the reason for doing so. However, male employees are viewed as more dedicated to their job and as less risky for their workplace than their female counterparts.

After a violation in trust, women are more likely to regain trust in a transgressor due to higher interest in maintaining a relationship.

The “prescriptive beauty norm” reflects a desire to enhance gender hierarchy and contributes to social policing of women and employment discrimination practices known as the “beauty tax.”

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.

Experiential learning may be more effective in training employees to recognize and address unconscious bias than less interactive anti-bias initiatives.